Development of Employees
Understanding strengths and weaknesses
A study from AS3 has shown that 21% of job changes are due to a desire for personal and professional development. A lack of focus on employee development can be costly, as your organization risks having to pay if the best employees leave because of this.
The costs can be both direct as recruitment costs or indirect in the form of start-up inefficiencies, lost revenue and disruption and adaptation costs.
There is a lot of money to be saved and the first step for you is to identify which employees need development and what kind of development they need.
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Ensure proper development
Unfortunately, we often see that companies only talk to their employees about competence development. However, much can be gained by increasing employee self-awareness, as most people often benefit from knowing their own strengths and weaknesses.
The TT38 test facilitates better knowledge, and in this way it enables employees to showcase their talents. With increased understanding comes increased control over talent – roughly speaking, employees go from being slaves to their unreflective cognitive habits to managing and using them in the best possible way.
A talent-aware workforce leads to higher productivity, and improving process thinking as a whole is often worth more than just slapping on more individual skills.
Train managers to develop employees
An important element of effective employee development is the crucial role of managers. Up to 70% of employee engagement is directly linked to their immediate manager, and it is also the manager who is responsible for the daily staging of the employee’s talent.
In a figurative sense, it’s the coach of a football club who is responsible for the continuous development of his players day in and day out. The coach doesn’t tell his players to go to the sports director so they can be developed into stars.
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DID YOU KNOW?
A META-ANALYSIS OF 1.2 MILLION PEOPLE SHOWED THE FOLLOWING RELATIONSHIP BETWEEN TALENT-BASED EMPLOYEE DEVELOPMENT AND COMPANY OUTPUT:
– Customer engagement: 3.4-6.9% increase
– Employee engagement: 9.0-15.0% increase
– Profit: 14.4-29.4% increase
– Sales: 10.3-19.3% increase
– Low churn: 5.8-16.1% reduction
– High churn: 26.0-71.8% reduction