The first question is the most fundamental: What do you need from me in order for you to do your best work?
The second question is built on the first: Do you have the opportunity every day to do what you do best?
The third question delves more deeply into personal motivation: Do you feel the work you do is important and has a meaningful purpose?
The fourth question seeks to tap into employee innovation: If you could wave a magic wand, what would you change around here?
The fifth question is designed to help employees grow and develop: How would you like to grow in your career and in this organization?
We have discovered through recent events that employee development is now no longer just a good idea–it has become an essential ingredient for worker loyalty and longevity. In a March 1 Harvard Business Review article, author Anand Chopra-McGowan reminds us…
As the costs of the Great Resignation continue to grow, companies need more ways to attract and retain employees. One clear approach is to offer more training and development — according to a 2019 LinkedIn study, 94% of employees said they would stay with their employer if it invested in their development.
Helping your people grow and develop in their profession is an obvious application of a truth I presented in a past blog post. It discussed the unique value of a leader’s team members, and why they are different from every other resource available to a leader. You can access the post with this link: Great Advice from Top CEO’s – #22 | The Boss Doctor
In this post I show why it’s to a leader’s advantage to help their people to grow AND why it’s good to be a manager who helps their people get promoted. I also share a number of helpful questions for leaders to ask themselves—to help them become leaders who develop their people. Of course, one might ask…
Is this really a good idea for managers and supervisors?
Google certainly thinks so! Rule #7 of their “Rules for Effective Management” states:
Help your employees with career development.
In another blogpost, I explored this “Google Rule” in detail, and shared an inspirational story about a manager who took a simple but effective approach to accomplish this with his team. It earned the respect of his entire team! But it also created greater employee engagement and loyalty; lower turnover; and higher productivity. You can access it with this link: http://thebossdoctor.net/2020/googles-rules-7
I have a host of other tips to help you develop your people, so stay tuned to this blog. In upcoming posts I will give you more practical tools to supercharge your team’s professional growth and career development.
Until next time… Yours for better leaders and better organizations,
Dr. Jim Dyke – “The Boss Doctor” ™ helping you to BE a better boss and to HAVE a better boss!
