An important factor in creating a high-performance workplace is instilling a high-development culture – one that values the growth of individuals. So, where do companies go wrong with employee development?
1. Hiring the wrong person from the start. Systematize how you hire (E.g., Use a validated assessment for key organizational hires such as managers/leaders).
2. Managers hoarding talent on their teams. Build-in strategies to bust talent hoarding (E.g., Establish a program that enables employees who have been in a role for a set period to apply for new assignments).
3. Assigning projects that meet business needs but don’t develop humans. Leverage managers who use project resourcing as a vehicle for development (E.g., Regular conversations with associates help ensure that assignments align with both organizational needs and individual strengths-based development).
4. Promotions that only look upward. Promote value in alternate development paths (E.g., Diagonal growth could mean doing the same tasks with a new division/client).
5. Career arcs that leave tenured associates without a clear path forward. Strategically plan options for tenured associates (E.g., Senior employees become paid consultants/mentors).
Change can be a difficult pill to swallow, especially in organizations accustomed to systematic routines and practices. However, as society advances, change is the only link to future success. Here are five insights into becoming a catalyst for change.
1. Don’t push harder – Adding more information or more good reasons to do something will not move people into action. Adding more pressure only creates more resistance.
2. Offer a choice – Give people two to three options. This makes them feel more in control of the decision and therefore, more open to change.
3. Point out the costs of the status quo – People tend to ignore small problems, but by shedding new light on these flaws and pointing out how they compound over time, you can make the inconvenience of change look more appealing than the cost of inaction.
4. Ask for less – Start by asking for a small, manageable change, and when that has been made, ask for another. Big shifts do not happen right away, but one step at a time.
5. Lower the barrier – Whether it’s a new product, service, idea, or #behavior, a new way of doing things means uncertainty. Offer a “trial run” to allow people to convince themselves of the value they’re being offered.