Organizations expect employees to know their job and always be familiar with changes and trends that continuously evolve. With this evolution, an employee should become a resident expert when questions or complications pertaining to their area of expertise become relevant to the organizational needs.
Organizations should realistically expect most of an employee’s job and career expertise to come from the organization itself. The employee should hold the technical expertise, achieved off their own merit, but the company should be responsible for providing effective job training and career development.
It is in an organization’s best interest to facilitate job training and career development at the workplace. It promotes success and confidence when the organization takes an interest in developing an employee’s skills. Research and experience are always great tools to help improve workplace performance but here are 10 other ways for a company or organization to provide effective job training and career development for their employees at the actual workplace.
1. Have weekly, monthly or quarterly meetings
Having a meeting open to all employees in the organization to discuss what the company is doing now and what future plans are in the works will help employees evaluate what the company’s goals are. When an organization communicates their goals with their employees, it makes the employee feel in-charge of their career.
2. Conduct reviews
Conducting evaluations and production reviews help employees understand how the company views them as an employee. It also helps an employee measure their own production levels and motivates them to improve or excel within their career. Setting goals with employees based on their job performance helps improve morale and motivation.
3. Serve as a role model
Supervisors and employees in leader positions should serve as role models to employees and promote activities that will help employees improve job performance and career development. When there are great leaders in an organization, there is a lead-by-example model in place, and employees naturally follow. Supervisors and leaders in the organization should lead by examples you want your best employees to be your leaders.
Once an employee has mastered their position offer the opportunity to learn skills of other positions. Cross-training increase the value of an employee and cuts staffing cost when needed.
5. Set up training modules
Set up an online resource area with training modules and videos that employees can access. This can help update employees on new developments with the workplace. An online resources area allows employees to train and learn at their own pace and can help promote workplace development at home and in the workplace.
6. Schedule workshops
Arrange for your employees to participate in workshops or seminars. Workshops and seminars keep employees informed and updated on the latest developments in their industry.
7. Create a development plan
Try to create customized development plans with each employee to help support professional development. Creating individual development plans help leaders understand which employees want to increase their job performance and develop their career and move on to better opportunities.
8. Create a mentoring system
Create a mentoring system that allows employees to communicate with leaders in the organization and allows the employees to ask questions. Developing a mentoring system gives employees a chance to work with higher level supervisors and executives and ask questions about developing their careers.
9. Balance employees’ work schedules with home schedules
Work with employees to help them balance work schedules with their home schedules if possible. Working with employees to create a work schedule compatible with their family schedule opens more opportunities to employees who have families and children and have difficulties maintain a standard schedule.
10. Reallocate heavy work loads
Communicate with employees to measure workloads. If possible, try to reallocate heavy workloads among employees. Supervisors should communicate with employees in order to measure their capable workloads. A stressed and overworked employee is more likely to underperform.