A serious task called employee growth management?
One of the undeniable realities in the world of management and working relationships between managers and employees is that no matter how satisfied and satisfied employees are with their current job position, they still want to grow and climb the ladder, and In the meantime, they expect their managers to help them in this direction and to facilitate and accelerate their growth and development.
This is the managerial task that is called “employee growth management”. In fact, managers need to know exactly what kind of opportunities each employee needs to grow and excel, and how these opportunities can be provided for them.
Many experts believe that once a year, managers need to organize all the components of a coherent growth management plan for each employee, and to do this, they need to report all team members under their leadership and managers who report directly. Examine to find out how each person’s desires and dreams can be linked to his or her progress, while at the same time shaping all of these factors into the needs and perspectives of the team.
To succeed in this path, specific and predetermined steps must be taken and important and key points in the field of employee growth management by managers must be considered, some of the most important of which will be mentioned here.
▪ Temporarily put the names of your employees in different boxes:
The first step in managing employee growth is to separate hard-working but ordinary superstars and stars, and you can write their names on separate sheets of paper and put them in separate boxes. The next step is to put those mediocre and weak employees who are inferior in performance to superstars and hard-working stars, but you are sure that with your help they can perform better, put them in another box, and finally those inefficient employees who Put no hope of improving their performance in another box.
Write specific growth plans for each of your employees:
Next, you need to design a growth plan for each person with three to five items, and when doing so, make sure you include the right opportunities in those programs that match the capabilities of each individual. For example, your program for team superstars should be such that it satisfies their need and desire to be productive or productive, or gives hope to weak employees and makes them more hopeful of better performance.
Do not be too strict or too easy::
You should avoid exaggerating the division of employees and putting their names in different boxes. For example, it is not at all wise to classify the majority of employees as underperforming or as superstars. This is because it will jeopardize the balance within the team and, as a result, the balance of your growth plan.
To this end, you should examine the abilities, functions and potentials of each individual from different angles and make a division based on multidimensional studies.
Collaborative guidelines for each other
Managers need to keep in mind that good peer-to-peer exchanges that take place in the form of business conversations between people can be a tool for each of them to grow and excel. In the meantime, managers can play the role of facilitator of growth and help improve the quality of the whole organization by encouraging employees to guide each other and eliminate weaknesses.
This type of in-team teaching and learning has more positive consequences than top-down and managerial guidance to employees, because the employees of the organization and the members of a work team understand each other’s language better and are more effective than each other.
Source: Journal of Human Resource Management
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