To succeed in the business world, you should be open to always learning new things as you’ll gather new skills that will lead to your ultimate success.
Most of the young employees in our various workplaces fail to keep pursuing more success after spending the majority of their lives in school. What these youths fail to comprehend is that all of that education is just a preparation for the real learning that comes with work experience.
So as employers, it’s our obligation to sensitize and encourage them to continue learning, hoping that they’ll develop through training and skill-building prospects that will lead to their success.
Here are a few recommendations for the HR managers to encourage their employees to continue learning.
#1. Encourage Brainstorming
Employees are more likely to suffer from burnout than entrepreneurs. As a result, you can get caught up in the routine of your job. The human resource managers should encourage the incorporations of new concepts by having brainstorming sessions. Take some time and put your team together to evaluate new techniques, and then discuss which solutions will be more appropriate to tackle any problems. What better way of doing this than out-of-the-box thinking and open conversations which will lead to creating new ideas and strengthening the bond of your team.
#2. Invite Open Discussion About Successes and Failures
According to a recent survey conducted in the U.S, it was reported that more than half of the employees are either unhappy or stressed out with their jobs, especially in large companies as they tend to keep their opinions to themselves simply because they believe there’s never a right time to voice out their complaints. I believe it’s absolutely important for all companies to learn from both its successes and misfortunes; the successes so you can continue to strive for more success, and the misfortunes so you can avoid them in the future.
#3. Recommend Learning Opportunities
According to statistics, it’s believed that only forty-four percent of Americans continue to pursue their education; however it’s not high enough. Managers should be obligated to guide them towards better learning opportunities to prepare them for the future.
You could do the following to help:
- Go through headlines, newspapers, and company websites for education programs or useful resources and collect a list to hand out to your team.
- Find some time to promote conferences or courses for better qualifications that could help develop their skills.
#4. Initiate a Mentoring Program
Coming into an office setting filled with more experienced teammates could be very intimidating for entry-level employees or interns. While the others are in mid-stream, and already acquired a few years of work experience, the younger employee can feel left out as he or she might have missed a few earning opportunities. To ensure the underdogs have their fair share of experience, initiate a company-wide mentoring program which offers the more experienced staff an opportunity to volunteer and mentor young hires.
Mentors should be assigned to each and every entry-level employee
to guide them for the first few weeks or months. This will help strengthen the bond between your employees and will give them the courage to ask questions and learn quickly from their mentors.
#5. Get Specifics About Individual Development
After instructing mentorship for particular employees, conduct a survey showing your team’s annual reviews to encourage professional development. Each member’s progress should be carefully examined to determine where they might be missing the mark, and most importantly, make a few adjustments. Performance appraisal is crucial in the development of an employee’s skills, as well as constructive criticism.
The importance of learning in our workplaces cannot be stressed enough. Developing and growing their skills and knowledge leads to a better, happier and more productive employee.