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Professional Development for Your Employees' Growth



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Growing Your Business Through Your Employees

Employee training and development is another integral part of HR. It includes new hire orientations, leadership training, professional development, workshops, etc. These activities allow the HR managers to better assess employees to determine their room for growth and develop an individualized plan. If you invest in the growth of your employees, then they’ll invest in the growth of your business.

Here are some examples of activities that contribute to professional growth and development:

Continuing Education

Enrollment in a formal degree program or a certification program is a great way to motivate growth among your employees. Not only does your company’s investment in employee education add to your employees’ felt worth within your company, it also reflects a nurturing business environment, since it communicates the desire to see your employees learn and grow in their positions.

Membership in Professional Organizations

Providing the opportunity to attend local, regional, national, or international conferences or workshops hosted by a professional organization is another great way to invest in the growth of your employees. Encourage your employees to give presentations at a workshop or to serve as a board member for an organization. Involvement with a professional organization can also serve to introduce your employees to your field’s top influencers and spark new ideas.

Improved Job Performance

You should encourage your employees to keep up with new technologies and developments in your field. Host or promote available training seminars for new software and ensure that your employees are proficient with it. The more comfortable your employees are with the technology they use, the more efficient they will be.

The key to effective employee professional development, though, is setting up a plan. With a development plan, the employee will be able to track their progress and measure their success. It’s best to set up a plan at the beginning of the year, with review periods every quarter. Ensure that there are established, measurable outcomes that define success, so your employee is clear as to what you are expecting. The development plan should be challenging enough that it stretches your employee’s limits, pushes them out of their comfort zone, and encourages a different frame of mind, yet not too difficult — you don’t want to discourage your employees by setting unreasonable goals.

Perhaps the most important aspect to your employee’s professional development plan is you. Lead by example of pursuing growth yourself, and your employees will surely follow suit. Be there to provide guidance, feedback, and assistance as your employees try out new skills or take on new responsibilities. Investing time in your employees now will pay off in the future. 

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