Employees without consistent development opportunities are 2x more likely to leave within a year. When it comes to the employee experience, people leaders tend to focus primarily on outcomes. However, as organizations strive to optimize and improve the holistic experience, a focus on the process of achieving those outcomes can make a massive impact.
It’s critical for organizations to take a thoughtful and strategic approach to employee development, but traditional approaches to development take a great deal of time and individualized support. Employees are typically expected to squeeze time into their day-to-day or outside of work hours to drive their own development, and managers often don’t have the bandwidth or resources to provide support. Your company can overcome these challenges by taking a new approach to the employee development process.
How to gain employee’s buy-in
HR has an incredible opportunity to empower managers and individual contributors with a structure or framework that embeds development into the employee experience. Before implementing a new process, company-wide buy-in is a must.
The ideal employee development strategy takes into account three core aspects: business needs, current skills and strengths, and individual aspirations. While these don’t always overlap, it’s essential to have a clear understanding of all three in order to inform meaningful conversations, coaching, and opportunities.
