Many bosses may be hesitant to invest in conferences and seminars for their personnel when it comes to ongoing education. This is especially true in industries that do not mandate continued education. The fact that an employee has earned a bachelor’s degree or master’s degree does not indicate that they should cease learning. In reality, professional development strategies provides several long-term benefits for an organization.
Let’s take a look at the significance of professional development and some best practices to keep in mind if you want your staff to gain the most from these career activities. Employees are the company’s public face. As a CEO or manager, you want the most talented individuals on your team since they ultimately represent you and your business.
Professional growth enables people to remain not just competent in their field, but also to excel. It should be a process that continues over a person’s entire career.
Actively pursuing professional growth maintains the relevance and currency of one’s knowledge and abilities. It also enables staff to be more informed of shifting market trends and directions. With the professional world developing at a faster rate than ever before, remaining stagnant will force you to fall behind as your counterparts increase their knowledge and abilities.
There is always room for professional development and skill enhancement. Attending a conference or seminar might give employees with fresh opportunities to enhance their professional abilities. The more a person understands of a particular skill set, the greater their self-assurance when employing that skill set.
Professional development should not cease simply because someone has landed a good position at your organization. Here’s how to foster it at work.
- Employees who pursue professional growth tend to be more productive and satisfied with their jobs.
- Employers should facilitate formal and informal professional development possibilities.
- Some professional development programs include lunch-and-learns, internal mentorships, expert speakers from the firm or industry, and online programs.
Organizations should have development programs for all kinds of learning, since all employees need to improve their skills (not just entry level). Organizations will also have to think about how to make and use programs that are flexible enough in form and function to meet the development needs of its employees with different levels of experience.
Professional development strategies may help employees succeed
Professional development is not a plan that fits all. When establishing and implementing a thorough staff development program, you’ll also find that there are a variety of approaches to pursue. These five strategies of professional development for employees are the most prevalent and influential for organizations:
- Workshops and Conventions
- Job Shadowing
All professional development strategy provides a distinct purpose. Frequently, businesses customize or integrate methods into a one program type in order to increase their effectiveness. In the end, it is essential to fit the sort of professional development program you use with the needs of your firm and your employees.
Strategy No. 1: Onbaording
Even if they are relatively casual and unstructured, most firms offer some type of onboarding programs. After all, a new employee rarely knows everything there is to know about the company. Even if they have the right skills, new employees may need help and time to get used to the company’s culture and ways of doing things. This is a big part of the “onboarding” process.
Effective onboarding programs are important for keeping employees, but most companies find it hard to make them. 12 percent of employees say their firm did an “excellent job” with the onboarding process, according to a Gallup poll. Consider that up to 25 percent of new workers resign within the first six months, according to a Korn Ferry report, and you can begin to see why onboarding is crucial.
Everyone desires success in their own roles. When employees believe they are thrown into the fire without adequate assistance, they are more likely to depart.
However, if you provide staff with professional development opportunities, they are much more likely to remain.
Strategy No. 2: Directed and Self-Directed Courses
Courses on professional development can be terrific method to assist employees acquire new skills and a deeper understanding of their roles. This is accomplished mostly through directed and self-directed material.
- Directed training can be conducted by involving an external trainer to teach new skills to staff, or by organizing internal courses which can be taught to employees by the experienced member of the team.
- Self-directed courses permit employees to acquire new skills at their own speed. Companies have the option of either creating their own self-directed courses for internal use, purchasing courses through licencing agreements, or providing staff with time to attend self-directed courses from reputable and well-known suppliers.
Regardless of the path your firm chooses for employee development courses. It is essential that employees have access to some form of learning resources. According to LinkedIn’s 2019 Workforce Learning Report, 94% of employees would remain with a company that invests in their learning opportunities.
Prioritizing this form of learning is vital for employee retention, regardless of whether the investment entails paying tenured team members more to produce and deliver courses or allowing employees the time they need to complete courses.
Strategy No. 3: Workshops and Conferences
During the pandemic, a number of prominent workshops and conferences were rendered obsolete. Still, adaptable businesses discovered workarounds by seeking out or even conducting virtual workshops and conferences. When everything will be back to normal, however, in-person workshops and conferences will resume.
Conferences facilitate the familiarization of workers with new skills pertinent to their sector. Moreover, it provides them the opportunity to network with people in their industry. According to LinkedIn, because 85 percent of jobs are filled through networking, sending your workforce to conferences could potentially help your organization find new talent. This is especially true if your company has a particularly favorable culture and excellent benefits, both of which are important factors in the decision-making process for prospective employees.
Strategy No.4: Job Shadowing
This strategy is an essential tool for professional development and advancement in a variety of businesses. Job shadowing lets people stand next to senior and long-term team members to learn by watching and gradually taking on their responsibilities. This is especially helpful for jobs that require physical presence.
Job shadowing happens hand in hand with a variety of other professional development tactics, especially the onboarding process, the majority of the time. However, it is not necessary to always associate job shadowing with newly hired employees, nor is it necessary for job shadowing to be limited to onboarding programs. In point of fact, job shadowing and mentoring are two sides of the same coin. Especially for employees who wish to acquire functional skills through interdepartmental collaboration.
Strategy No.5: Mentoring
Last but not least, mentoring has become an essential professional development tool for many firms. In fact, 84% of Fortune 500 businesses in the United States and 100% of the top 50 Fortune 50 corporations in the United States have mentorship programs of varied forms. The explanation is simple: mentoring programs can serve as a functional bridge to most other professional development methods or as a standalone professional development approach.
- Employee Resource Groups or Business Resource Groups
- Functional skills development
- Development of interdisciplinary talents
- Reverse mentorship
- Management development
- Succession preparation
Mentoring programs are frequently utilized by businesses because they easily accommodate and satisfy the majority of professional development strategies and professional training objectives. Companies have the ability to quickly make onboarding programs more interactive and enjoyable for new hires, discover and educate high potentials for management positions, reduce information silos across departments, and aid executives in obtaining skills from lower-level employees by leveraging their own internal knowledge.