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Five Great Suggestions On Employee Growth & Development

Companies, at this point, understand the return on investment that comes from investing in employee development initiatives. Hopefully.


 Smart businesses continuously find compelling tactics (including NLP training) to nurture the personal growth of their employees. They understand that as people, everything they do is personally and emotionally driven.


Moreover, if you can assist them in feeling adequate, significant and appreciated, you’ll be tapping into and fulfilling their fundamental human desires, and they’ll end up being happier and more productive.


Sounds simple, right?


Unfortunately not! Many organisations still appear to struggle with this concept of employee engagement.


This Gallup report “State of the Global Workplace” which despite boasting of high engagement numbers in Australia (a ratio of 1.5 engaged employee to 1 disengaged – slightly behind the United States and Canada  – 1.6-to-1) observed that 60 percent of Australian workers are not engaged.


Startling figures to say the least!


How then can businesses change their company culture so as to create an environment that actively engages their employees?


1) Examine the day-to-day activities of your employees

The first step here is to assess the treatment of your workers thoroughly on a daily basis.

Such an investigation would give your company a crystal clear picture of the current state of things, uncover areas that need improvement and formulate a plan of attack.

The goal here will be to adjust expectations and modify actions so as to make sure that at every point of interaction with the organisation, your employees are treated with dignity and respect.


2) Allocating time (and space) for employee development.

Companies need to ensure that there is a plan in place that is dedicated towards the personal and professional development of their workers.

If this is not the case, they would need to work with their respective HR departments to create the time and space for employee learning.


3) Encourage better communication

One primary reason employees essentially tune out, and disengage is when they don’t feel valued, or that their opinions matter.

Businesses should ensure that they’re fostering a culture of open communication, where leaders listen and workers are encouraged to ask questions.


4) Public Acknowledgement

Recognising the accomplishments and contributions of your workers publically is another way engaging your workforce. By so doing, you motivate other employees to do better and exceed expectations.


5) Cultivate a sharing culture

Encourage your workforce to share their individual stories of success and productivity with another. This way, employees that need help are motivated and inspired by fellow colleagues.



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