EMPLOYEE DEVELOPMENT

in three easy

steps……

It’s Time to

performance management

In fact, let’s stop saying Performance Management.

Instead, let’s say

employee developmen

t

People Respond Better to

Being Develope

d.

Than Managed.

Number of

stats I have to

back up that

previous slide…

Makes sense though right?!?

If not, ask yourself this.

Would you rather be managed or developed?

Step 1:

Understand Business

Objectives.

If you don’t understand business goals, vision and mission, you can not align

employee development goals to them.

Not aligning goals means everyone is off doing their own

thing.

And that’s

Step 2:

Talk to employees.

Yes I did say TALK

Ask them about…

hopes.

Ask them about…

dreams.

Ask them about…

aspirations.

Ask them about…

challenges.

As it relates to their….

Step 3: Mind the gap.

Step 3: Mind the gap.

Also known asCreate an action

plan

What steps will get employees moving in the direction that aligns with company goals and their career goals?

This could include: training.

This could include: job

enlargement.

This could include: job enrichment.

This could include: job shadowing.

This could include: leaving the

company.

Sometimes you will develop people right out the door!

and that’s ok.

Sound too

We often over complicate it by focusing on

performance management……

Focus on development and it becomesmuch easier.

Sabrina Baker, PHRHR Outsourcing | Executive Search

847.893.9756

sabrina@acaciahrsolutions.com

www.acaciahrsolutions.com

in/sabrinabaker

@SabrinaLBaker