Research confirms that today’s employees expect management at their companies to have a clear vision and ways of allowing them to achieve personal development and growth. Those managers in charge of talent management at their companies should therefore focus on bringing together these two aspects of employee expectation. A key role here is played by the training provided to managers. The Talent Management server describes nine specific examples of how to manage employees’ careers at the company to their greater satisfaction.
1. Put employees in the right roles
Draw on their strengths, skills and interests. Be especially careful when promoting successful employees to management positions. As we know, not all employees can or want to be managers.
2. Ensure opportunities to harmonise employees' career objectives and the objectives of the organisation
Teach managers to regularly tell their people about the organisation’s objectives and talk to them about individual career objectives. This should all happen on a quarterly basis at the very least and not simply as part of the annual performance rating.
3. Build trust between employees and top management
Look for ways of involving employees in discussions about how better to achieve company objectives. Educate managers in how to communicate what goes for them at work and what does not.
4. Give employees the feeling of being connected to the company’s vision and future success
Here too it is important to work with managers to make sure they explain to their people the specific roles they have within the company. Managers should be interested in what is important to their juniors and incorporate these interests and needs in their development plans.
5. Support opportunities for employee training and development
You do not have to invest huge amounts in formal training. Look for ways of supporting employee interaction so that they can learn from each other.
6. Support relations between employees with games
Lead managers to support personal relations between the members of their teams and involve them in formal and informal games. The aim here is to encourage employees’ imagination and enthusiasm. Incorporate creative activities in work time and meet regularly after work.
7. Allow employees to act independently
Autonomy is a very powerful motivator. Young employees in particular are not keen on a style of management based on orders and strict control. So give your people as free a hand as you can in choosing how to go about their tasks. This also applies to the place and time of getting their work done.
8. Give employees reason to feel proud
Employees that feel autonomous in choosing how and where to do their work should also feel greater solidarity with their employer’s mission. Reinforce this with all the steps described above.
9. Keep an eye out for signs of burn-out
Notice whether your employees are overworked and unhappy. Deal with your suspicions right away. Arrange individual meetings with your talents and together look for a creative way of rediscovering enthusiasm and motivation for work.
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