June 21, 2018

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Three Simple Ways You Can Set Your Employees Up To Succeed

One of the biggest factors that contributes to employee success or failure is a the managerís ability to create an environment that helps their team members excel. When leadership is invested in the success of its workforce, employees are more productive, more engaged, and more likely to help drive the organization towards its goals. 1.Understand Your Organizationís Vision and Strategy Employees cannot be expected to succeed if they donít fully understand where they fit into the big picture. In order to help workers gain a better understanding of how their work helps the company reach its goals, managers must be able to effectively communicate the company vision and strategy to their team. Often times, however, managers themselves are unclear on their companyís vision, which makes it impossible to engage their workforce. Defining and clarifying this is crucial in setting your employees up for success. The following questions can help you get started: -Has a broad vision been defined and communicated? -What is the mission of the company? -What are the defining values of the organization? -What are the expectations for how teams work? If you canít answer these questions, you should consult your own manager for help defining these points. Once everyone on the team has been bought into the corporate vision, they will have a better understanding of how their work makes a difference each day, and they will become more engaged in helping the company reach its goals. 2.Invest in Your People Ongoing career development opportunities are an important piece of the employee retention puzzle. When talented people know that their company is invested in them, they will be more likely to stay and grow their career within that organization. Identification of training goals can be done many ways, either during employee reviews, informal employee development meetings, skills assessment questionnaires/analysis, employee self-evaluation and more. Once it has been identified which skills to develop, itís always a good idea to involve the HR department and other members of the leadership team to discuss options for training and resources that will help the employee accomplish their career goals. Of course, many organizations donít have formal, in-house training programs in place. Third-party training companies, colleges, and universities are excellent sources for ongoing training and development programs. Ideally, your HR department is keeping track of third-party training resources, and they can reach out to local colleges to learn more about continuing education programs that could benefit the employees. 3.Clearly Communicate Your Expectations Often times, managers have one expectation of what an employeeís role is, while the employee has quite a different expectation. People are not mind readers. They must be told clearly, and preferably in writing, precisely what expectations the company has for them or there can be confusion, which can lead to frustration. Job descriptions are a great resource for setting and maintaining job performance expectations. Reviewing job descriptions with employees on a regular basis is a great way to ensure managers and employees are aligned. An organization should decide on the best practices for reviewing job descriptions with employees based upon their internal structures and processes. Some companies may review job descriptions during quarterly performance reviews with employees. Others may review them annually or even bi-annually. No matter how often you revisit your job descriptions, be sure that your company has a process set in place to review them on a regular basis so that employees understand what is expected of them. Successful employees are led by managers who are invested in their growth and development. Through clear communication of expectations and formal development opportunities, managers can create an environment where their team members can thrive, which, in turn, leads to a successful organization. Eileen Levitt As Founder and President of The HR Team, Eileen Levitt attains great personal satisfaction in helping small, mid-size, and emerging companies focus on what they do best: directing business growth and profitability.