-- Left Message Box --
-- END Left Message Box --
How to promote the excellent employees of an enterprise through learning and practicing new knowledge and skills, to enhance their own value, and at the same time improve the competitiveness of the enterprise?
1. Give employees challenging tasks
One way to let employees grow is by increasing their responsibilities. Let them try new jobs and receive cross-training so they can look at problems from multiple perspectives. Enterprise managers should recognize the professional knowledge and experience of employees and find ways to utilize these invaluable resources. When encountering a new job, facing new problems, challenges or exciting opportunities, seek the advice of employees. The result will surprise you: even a small inspiration from them can have a big effect, even if these inspirations come from employees who are not directly related to the issue under discussion. These people have many wonderful ideas, even if they are just workers on the construction site or in the production workshop. They are good at looking at problems from different backgrounds and angles, and can boldly propose opposing views, which often helps the company solve certain problems. This shows that every member of the team can contribute.
2. Provide employees with opportunities to attend formal education
Financial support should be given to employees who are interested in attending formal education. They may be interested in design courses at a construction institute or MBA graduate courses. Some companies only support courses related to work, but there should be other forms of support as well.
Should we support courses related to work or courses not directly related to what employees do? Many managers support the former more strongly, but no matter what, you must support them. Pay attention when supporting them not to be too narrow-minded. Even though the subjects employees study may not be directly related to their work, it enhances their self-discipline and confidence. When employees finish their courses and obtain graduation certificates, they become more popular because they have obtained degrees. At this point, you need to support them in achieving their career goals to ensure their loyalty to the company.
3. Provide learning materials for personal growth
Establish a library or online database where books, audio tapes, video tapes, and journals can be borrowed. Employees can continue their personal growth or professional development studies through various information materials. The learning materials in the library should include materials about management models, methods, sales skills, and various techniques. Materials about personal skills such as listening, interpersonal relationships, health, stress management, and time management are also very valuable. The latest journals, even past ones, are still very effective. Consider adding local newspapers, business reports, various industry journals, and technical or professional academic publications to the library. They should cover areas related to your business or related fields, or areas of interest to your customers. When a newcomer enters the company, his mentor might want to take him to the library to look at some materials. More experienced employees can guide and encourage newcomers to read certain materials, absorb knowledge from professional materials, and read practical journals. Of course, during the process of mentoring newcomers, senior employees can also discover clues and knowledge beneficial for their continuous growth.
4. Send employees to external seminars
Employees can benefit greatly from attending high-quality seminars and training sessions. There are countless opportunities for these seminars, some lasting only half a day, others several days. Such as qualification certificate classes, annual meetings of professional societies, international trade fairs, various management training sessions, and professional exams.
5. Encourage learners to pass on information to others
After employees participate in various trainings and learn various experiences, encourage them to pass on the knowledge they have learned to other members of the team. Although not all knowledge in each subject area can be fully conveyed, much of it indeed can be transmitted. The method of sharing knowledge depends on the characteristics of the employees, the nature of the knowledge, and the equipment available in the company. Some methods, such as seminars or presentations, can more effectively convey knowledge.
When the company pays for employees' external training, managers should think about the return: employees gaining knowledge and sharing it with others. To ensure that employees pass on the knowledge they have learned to others, give them the necessary time and space. Extend lunch breaks, provide meeting rooms, whiteboards, or flip cards to facilitate effective communication among employees. If employees know that they need to convey the information they learned at seminars or training sessions to others upon returning, they will focus more attentively. When learning becomes part of the job rather than an extra task unrelated to better work performance, everyone benefits more.
6. Assign employees more important and advanced work
In too many organizations, managers and supervisors spend too much time protecting their positions, including keeping secrets about project details, enhancing their own importance, or hindering the career growth of subordinates. These misguided individuals believe that if subordinates become too excellent, they will get promoted and even surpass their own positions.
But in fact, the opposite is true. One of the standards for measuring the effectiveness of a supervisor's work is how their subordinates perform. If they receive good training and develop, they will be more competent in their jobs and more capable of accepting other responsibilities within the organization. When these people are assigned challenging new positions, others will eagerly want to...
[1] [2] Next page