Factor 7 – Growth and Development

part 2 | Chapter 9

faCtor 7: groWth and development

This is one of the most impactful factors of Employee Engagement . Most employees want to work for a company that they see a future with . Employees want and need to be given a set of tasks and responsibilities with stretch goals that are based on performance measurements to progress who they are as a professional, and who they are as a person . Additionally, employees need to see a clear line of vision for being able to progress (sometimes laterally as hierarchical increases are limited) to the next level in their job .

Growth and development does not mean that we end up with too many chiefs and not enough Indians . Growth and development means that (1) managers get on the same page as their employees with what their aspirations are in their position and with our company, as well as (2) defining where the employee is in his or her current performance, (3) making explicit goals for the employee to hit in order to improve their performance in their current position, as well as (4) providing hierarchical or lateral visibility into a progressive future with the company .

01

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Get on the same page

02

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Performance Measurements and Feedback

03

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Performance Improvement Goals

04

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Visibility into a progressive future with ABG

faCtor 7 summary

hoW Can We ensure that our employees feel that they have room to groW and develop at abg?

Action Items:

As leaders, you must get on the same page as your team members by having frequent conversations with them about what their aspirations are . Some team members simply want to come in to work, complete their hours and go home . Others want to grow and take on increasing responsibilities and learn the skills that comes with it . Get on the same page as them and make a plan to get them to their next level of performance .

Establish clear baselines of performance for your team members and establish growth and development plans that, if followed, will take your team members to the next level of their performance .

Follow up on your team members progress within the growth and development plan regularly to ensure that they are being held accountable .

Talk to your team members about their future in the company, where you see them going, and what opportunities there are for growth into higher positions .

Cross-training: See below

Action Items Continued:

Managers and team members aligned on growth and development aspirations

Performance management

Baseline performance measures tied specifically to a position’s responsibilities and tasks

Growth and development plans with specified goals and timelines to get team members to the next level of performance

Regular follow-up

Hierarchical and lateral paths of advancement in a company for all positions

Acceptance into these new positions based on performance

Cross-training: Cross-training employees is a practice that has been success across ABG . This helps expand our team members skills sets and the value they provide, keeps efficiency up, decrease boredom and complacency on the job, and shows our team members we care for them and that we are willing to invest in them .

Cross-training can have a great impact on employee engagement . There are significant benefits to cross-training our team members, but in terms of engagement, cross-training significantly increases team members engagement levels because it keeps the job interesting, increases their skill-sets, decreases boredom, and shows our team members that we care about them and are willing to invest in them . Additionally, cross-training helps our team members build the skills that will allow them to grow both laterally and hierarchically within the company .