November 29, 2023
Enabling Employees for Excellence
Only 52% of employees feel adequately supported by employers for performance and career development. How can we, as employers, help our staff feel aided in their endeavors? Why should we be concerned about their development?
The stats tell us why.
The proof is in the pudding: employees who are satisfied with career development check-ins are up to 7.5 times more likely to see a path for advancement. When team members met with their manager regarding their professional growth in the company, 82% of employees said they felt more engaged and productive. This data suggests something many organizations swear is true: when you take care of your employees, they will take care of you. But how exactly can we help team members feel that way?
Set goals to strive for.
Not all careers are built for black-and-white productivity – some roles live in the shades of gray between. However, for most employees, creating attainable goals and defining a way to track them is necessary to visualize growth. While setting up policies may not be the best means of providing your team members with a set pathway, there are plenty of other ways to capture the successes. The most common suggestion? Look into tools that can easily track goals how you need them to. Some can even be integrated into your ATS, which our screening services will likely integrate with (check out our partners here!).
Communication is always key.
We all know that the world is constantly transforming regarding what may be needed for your employees to strive for success. But while technology is always changing, there’s one certain thing: your team needs to feel heard and seen. One of the prominent findings in the Betterwork survey was that only 37% of employees feel valued at work. How can we combat employees who feel that way? The answer is easy: ensure they’re being communicated with at every level. Survey respondents said they trust managers just as much as their colleagues, which means they value the back-and-forth necessary for success. Allowing open forums for communication is imperative: feedback in a review may placate employees once a year, but what about the other 364 days?
Enablement is needed everywhere.
If only half of employees feel satisfied with the support by employers for performance and career development, what about the managers providing that support? In what may be the most shocking statistic in the survey, only 24% of managers say they always get the support they need from HR. Furthermore, only over half (54%) of managers feel confident delivering coaching and career development. This proposes that managers may need further enablement, particularly if they provide it to others. The good news? Findings show that managers are highly receptive to feedback, which gives some promise that they are also eager to grow as leaders.
At the end of the day, organizations are striving to find the right people for the right positions. We all aim for high retention and satisfaction, and the survey tells us that most employees (75%) would prefer to stay and grow with their companies. However, only 46% of survey respondents see a path for advancement. It’s the job of managers and others to help individuals not only visualize those pathways but also assist them in reaching the next level. After all, keeping team members engaged and satisfied will only help the company in the long run. For more stats and information on how to strive for success employee by employee, read the survey by Betterwork here.