Both the employee and the employer can play an important role here. What points do you need to work on as an employee to be promoted? How can you, as an employer, motivate your people to grow? We are going to highlight it all in this blog.
Possible, and it is give and take
Not everyone has the ambition to grow, let's put that first. And that's fine too, of course. Do you want to make a career within the organization where you currently work? Then consider the following points of interest and apply them in daily practice.
Help pays off, even if you get nothing in return
Are you a good fit for the team? Do your colleagues know that they can always come to you if they have a challenge or problem themselves? Are you there for those around you when it is crucial? Nothing works as much in your favor as having a 'rock in the surf' image. Help, even if it is not immediately repaid, is worth gold for your future in the company. Of course, being helpful is not the same as saying “yes and amen” to all requests. Daring to say no is important, but only when this is appropriate. Learn to recognize when you can really help your colleagues by going the extra mile.
Show what you do, even if you are averse to it
Political developments largely determine your personal development within the organization. Unfortunately, many people hate this. This means that a large number of top employees are not sufficiently visible to management to enable further growth. Get over your reservations and show your managers what you are doing.
It doesn't stop with carrying out your tasks
Your job description is of course important. This describes your responsibilities and tasks. Of course, you must do this properly and on time! But if you really want to make a career, then just carrying out your tasks is not enough. Come up with suggestions, points for improvement and feedback. Show that your involvement goes beyond just the tasks in your job description.
Invest in your team
Of course, it is not just up to the employee to enable internal growth. The manager has at least as great an influence. But how do you, as an employer, create the right atmosphere for your team members to continue to grow?
Take your time, make a plan
Managers often limit their coaching and feedback to the standard performance reviews. A 30-minute conversation where both parties indicate how things are going and what could be improved. Often a standard routine that is handled. Interim coaching is often not possible due to the hectic nature of the day. And that's a shame. As a manager, take the time to actually write a plan for each employee's personal development path. Of course together with your employee! Make sure that this plan is SMART, with concrete goals and a concrete schedule, but also with a personal development budget.
In-company training is preferred
Many training sessions these days are provided by coaching professionals within the company. Research also shows that this internal training courses are preferred by employees. This strengthens the bond between employee and employer, especially if the employer also participates.
Let go of your fear
Allow your employee to gain experience, and then see him/her leave with the knowledge you have acquired. It is a well-known doomsday scenario for many employers. And yet in the current economy, in which employees are increasingly changing jobs, there is no point in fearing this. Where you have a greater chance of losing your employees, there is automatically more talent available on the labor market. And moreover, an employee who is given the opportunity to grow both intellectually and financially within your organization is much less likely to quit than someone who feels stuck.