Seven Ways Managers can help Employees Attain Personal Growth

Seven Ways Managers can help Employees Attain Personal Growth

Good pay, respectful interaction, and placing value on the opinions of an employee are excellent ways to make a work environment conducive. Regardless, some employees may leave your establishment. And then you may wonder-- what went wrong? In the 21st century, the idea of job benefits has changed. A large percentage of employees have goals that transcend great pay and a good work environment(amenities). The experience of managers who lost talents is a cautionary tale and a call to go back to the drawing board to make adjustments as necessary. Over the years, the desire to grow and build value is the aim of most employees. They want an enabling job, apparently with good pay but more importantly a work environment tilting them towards their desired growth. As a manager, you can facilitate the growth of employees by these seven practical and effective steps.

Trust Your Employees

Toss the idea of getting things done yourself away. Realistically, a manager can't take on all the responsibilities of a business, a major reason why you employed people to work for you. When you assign each employee their unique task, give them the freedom to take any approach of choice. Of course, this doesn't mean you won't oversee their actions to ascertain if it's in line with the model of the business. Rather, you must refrain from micro-managing their job. Let each employee creatively proffer solutions and handle responsibilities intuitively. A good measure of freedom shows you trust employees, and they'll immerse themselves deeply in the role to give excellent results. Additionally, hand employees performing well weightier responsibility; make them feel like part of the company's success-- that their quota is essential to the growth and development of the company. By doing this, each employee tries to handle their role in a way that shows appreciation for the trust a manager has in them. In the process, they'll seek avenues to improve skills and indirectly start to build value.

Stay Abreast With the Career Goals of Your Employees

This is very important in any strategy you wish to employ in building the career of your employees. Interest in your employees and heart-to-heart communications can not be undervalued. Genuine interest has to come first; without it, you would not be able to initiate heart-to-heart career conversations. Take the initiative to ask your employees about their career goals and aspirations.

Do well to work out a particular career path for each employee in your business organization. Then, discuss how attainable this path is. Give incentives for motivation upon attainment of a particular landmark in the career path.

Employee Learning

In fostering growth, encourage employees to keep learning. It's a twin goal approach that benefits the employee and the company; the employee builds more skill or added knowledge which adds to their value, and the company enjoys a better way of handling certain services. Provide employees with the tools necessary to build additional knowledge, get them access to helpful courses, or grant them time to learn better. Managers may even set up learning goals to assess what an employee has achieved within 60-90 days learning period. Keep employees updated with new industry practices to help them also perform better for the growth of the company. Host sessions, seminars, or invite speakers, then encourage discussions that center around the lessons learned from the programs.


Mentoring is cost-effective and a great way to train junior employees. Seasoned workers at a workplace should take on new and budding workers. Insights in work and related professional fields are passed on for the benefit of new employees. Mentoring, and training mentioned earlier, are best introduced at the early stages. Before employees spend few years, they would have become professionals with ample knowledge adding value to the company.

Rotate Roles

As a manager, learn how to pair workers and rotate their roles. The goal is to allow employees to work at different but seemingly related departments -- for them to acquire some skills -- without disrupting the usual business operations. Doing this helps to acquire new skills, understand the general company mission better and build appreciation for the work of others in the organization. In the long run, a manager not only aids the growth of workers but benefits the company by encouraging a rapport among employees which healthy for the work environment to increase productivity.

Work-life balance system

In everything we do, there has to be a balance, otherwise, efficiency and productivity would reduce in the long run. To maintain a steady run in career development, the balance has to be applied. Your employees cannot overrun themselves trying to reach their career goals, they would not be productive enough.

So, managers should work out a time for rest and other non-career activities with their employees. Help them map out where rest would be needed. Also, encourage flexible work and project patterns. This would enable your employees to be refreshed; thereby, increased productivity suffices. In some cases, an organization may relax some policies to allow employees to work in a way that supports the lifestyle they want; this calls for flexibility.

Give your employees insight into the value of their work

Here, do not just assume that your employees already know the value of their particular work. Point to specific instances in which their contribution has advanced the organization. This motivates your workers to improve their skills and become better. Do not also downplay the importance of commendation


All these strategies would help your employees to be productive and carry out their jobs effectively. In the big picture, you are painting, your employees are building their career skills and professionalism.