February 8, 2022 – The modern workplace has become dynamic, and it is now transitioning from an employer-driven ecosystem to an employee-driven one, according to a new report by The Taplow Group. “This means, that, employers cannot take employee loyalty for granted,” the study said. “CEOs and business leaders need to identify ways through which they can drive successful employee development programs. It requires a lot of thought and brainstorming to develop a well-suited and sustainable employee development strategy.”
The Taplow Group’s report provides strategies to drive growth and development for employees. Among them: understand goals and aspirations, arrange for training programs, rotate job roles, support work-life balance, and create a share succession plans. Let’s take a closer look.
1. Understand Goals and Aspirations
With the remote and hybrid mode of work, communication has become an essential cornerstone for employee engagement. “Leaders must have one-on-one interaction with their workforce and understand their professional goals and aspirations,” the report said. “At the same time, help them identify milestones in their professional journey and provide them the resources that can support them in this journey. In this way your employees would feel valued, resulting in greater loyalty and productivity.”
2. Arrange for Training Programs
Once you have identified and prepared a career plan for your employees, you need to now arrange for training sessions to help them develop new skills and competencies. “These programs need to be arranged both at a group level as well as at individual levels,” The Taplow Group said. “With virtual learning, attending seminars, conferences and video lectures has been very easy and employees can learn at their own pace. Make sure you also help your workforce get updated with what’s happening around the industry as well and share learnings with the wider audience in the organization.”
3. Rotate Job Roles
Variety is the spice of life, and it is especially true for your workforce. “Try to rotate your employees in different job roles, maybe within the same department or business unit,” said study. “This would help them develop new skills, take an active interest in work and appreciate the work done by fellow employees. Job rotation will not only increase employee productivity but also promote greater collaboration within the organization.”
4. Support Work-Life Balance
Almost every CEO certification program will now stress work-life balance. The last two years have highlighted the importance of mental health, time spent with family, and devoting time to hobbies and interests. “As a manager or CEO, you need to ensure that your employees are not burning themselves at work and they are encouraged to take time off, spend time with family, or pursue any hobby of their choice,” the report said.
Fifty-three percent of workers globally want a hybrid working model where more than half of their work time is remote, according to a new study from Toronto-based LHH (formerly LHH Knightsbridge) and The Adecco Group. The firms just released “Resetting Normal: Defining the New Era of Work” study probed workers’ attitudes about remote vs. in-person work, their companies’ pandemic recovery plans and their career plans moving forward, the state of mental health in the workplace and “the truth about the Great Resignation.”
5. Create and Share Succession Plans
Every employee wants to see themselves climbing the ladder. Hence, create a succession plan and show your employees how you plan to involve them in the leadership of the organization. “CEO recruiters focus a lot on the ability to develop succession plans for modern-day CEOs,” said The Taplow Group. “This will ensure that your employees take more interest in their work, business activities, and become closely aligned with the mission and vision of the organization.”
The study said that “employee development programs give employees something in return for their work and service. A carefully thought-out plan can result in tremendous productivity and loyalty from your employees.”
Contributed by Scott A. Scanlon, Editor-in-Chief; Dale M. Zupsansky, Managing Editor; and Stephen Sawicki, Managing Editor – Hunt Scanlon Media