Wie können Arbeitgeber die berufliche Entwicklung und Resilienz des Einzelnen unterstützen?

Employers can support individual career development and resilience by focusing on the three things: - Learning & Development opportunities including training and mentorship programs and career pathing - Wellness and Work-Life integration especially mental health support resources, flexible work arrangements and recognition and appreciation for staff - Career transition support like career transition coaching and skills development to accelerate goals that may include internal mobility options These are practical things employers can focus on that will promote individual career development and resilience and professional growth. It will also organically cultivate an engaged and adaptable workforce.

Feedback Construtivo: Fornecer feedback construtivo e regular apoia o desenvolvimento profissional, promovendo resiliência diante de desafios.

Employers need to encourage staff to continously further their qualifications as a key factor for growth in the organisation, also have different kinds of trainings for staff that can help nurture their growth.

A learning culture at the workplace encourages employees to adapt and respond to rapid changes in the business environment. This adaptability builds resilience and is crucial especially for organisations undergoing transformational cycles demanding new skills such as digitisation and automation of work processes precipitated by market forces. Continuous learning fosters an innovative mind-set as employees stay relevant as part of their career growth and development and, are more likely to value-add i.e. explore new ideas and approaches to solving problems and issues.

El autoconocimiento es fundamental para el desarrollo personal y de las competencias laborales. Como empleadores se deben creer espacios donde se fomente espacios liderados por expertos en: Mindfulness, Estoicismo, Eneagrama, Coaching, etc. Y sobre todo que no se deje estos conocimientos en sólo cursos teóricos, sino que sean parte del camino del empleado (employee journey), que se vivan en todos los niveles de la organización, para que el colaborador se sienta seguro y pueda terminar la jornada laboral con un sentimiento agradable de sentirse mejor de como entro a laborar.

From experience, fostering a learning culture involves creating an environment where continuous learning is encouraged, supported and integrated into the daily norms and activities of an organisation. This culture values the career growth and development of employees, recognising they’re assets and stakeholders organisationally. Empirical evidence has shown that employees value organisations that invests in their learning and development. Thus, contributing to higher employee engagement and satisfaction. With that, organisations can hope to retain talents i.e. reducing staff turnover especially during periods of disruption and transformation by offering opportunities for growth and advancement through workplace learning and advocacy.

From experience, fostering a growth mindset at the workplace is a huge force-multiplier helping employees understand that their skills/abilities can be shaped and developed through multi-modal training and dedication as part of their career development; allowing them to see some of these workplace issues and challenges as opportunities for growth rather than as liabilities or hurdles to their competence. The sense of universality that they are in this learning together also encourages teamwork and camaraderie towards achieving individual and team goals, a big-plus for any organisation.