It is the responsibility of the manager to create a positive and supportive work environment where employees can excel in, and be able to produce their best works. Good managers have a direct impact on organisational and operational success.
With employees entering a new role with eagerness and a drive to succeed, what can you do to set them up for success in the company?
1. Setting Clear Business Goals
Setting clear expectations is the first step in effective communication.
Good managers understand the importance of communicating roles and responsibilities clearly so employees know what is expected of them. It is also useful to define what it takes to be successful in the organisation. In addition to cultivating a culture of accountability and transparency, it allows employees to be aware of what it takes to be high performers, and how their performance will be recognised and rewarded within the company.
This, in turn, can serve to motivate your employees.
2. Achieving Their Potential Through Training
One way businesses can stay at the top of their game is through strategic human resources management (HRM) planning.
A company’s greatest assets are its people, and instead of hiring new employees, it can be more cost effective to develop and invest in current employees. With today’s fast-changing business needs, training is ever more important–we require training to keep ourselves up-to-date and relevant with the latest developments in our industries.
Training can take place both in-house; for example, sharing of expertise by more senior employees to junior employees, or it can also take the form of public training where HRM professionals are engaged to deliver and implement plans tailored to the respective organisations’ needs.
Learning and growth are essential to employee engagement and morale. Employees who have attended the right training tend to require less supervision and guidance. On top of being a form of HRM retention strategy, well-developed training programmes also serve to help employees define their career goals and chart their long-term path with the company.
3. Putting the Right Person at the Right Role
While qualifications and professional experience are key factors which employers take into consideration when they look to fill a vacant position, we know that there are other factors that come into play on how well a potential candidate can flourish in a new workplace.
Beyond the tangibles, such as past work performance, it is also critical for us to consider the intangibles, such as aptitude and behaviour. One way of comprehensive screening to find the right person for the role is through the Uchida-Kraepelin test which analyses both the candidate’s ability to work as well as behavioural features.
4. Preparing Your Employee for their Next Role in the Company
When employees know the organisation’s plans for their next potential opportunity within the company, it reinforces their desire for career development and career opportunity.
To effectively plan for progression and succession, good managers groom employees with potential to be the future leaders in the organisation. Succession planning ensures that employees are recruited and groomed for leadership positions–and develops a talent pipeline for the company which allows for qualified employees to step up and fill relevant key roles within the organisation as soon as they fall vacant.
Career development is important to many employees–even the most talented of employees benefit significantly from programmes and training specifically developed to support their career progression and trajectory.
For a start, practices such as internal and external training and developmental opportunities as well as a lateral move would help employees gain wider and broader perspectives. By identifying and understanding the developmental needs of your employees, you keep them engaged by setting them up for success, theirs–and yours.