Wie unterstützen Sie das Wachstum und die Entwicklung Ihrer Mitarbeiter?

All of us forget that employees are humans. They don't work for you because they have to, they work for you for their own desires, passion and they life they want to live. Since every individual is different, with different desires (personal), if you do understand their desires, how fast they wanna grow, what drives them, and especially what they want to achieve, you can then chalk out a plan for them. Once their personal and professional growth is guaranteed, not just their stay, but their loyalty is guaranteed too.

Supporting employees' growth is like guiding explorers in a vast ocean. Provide detailed career plans as their maps. Offer ongoing training and workshops to keep their ships seaworthy. Equip them with regular feedback and mentorship for navigation. Foster an environment that encourages exploration and risk-taking. Celebrate their achievements, big or small, to fuel motivation. With the right support, employees will navigate towards success, growing and developing with each journey. Encourage them to embrace challenges. Their growth fuels the organization's progress.

Create a culture of open communication. Instead of assuming what employees want or need, prioritize regular check-ins between managers and team members. Embrace feedback—both positive and negative—to continually improve and support your team effectively.

I think an underlying principle that is key to the success of this list is caring about the employees. Just doing this process to check it off won't be near as effective as truly caring for people. Caring about people involves empathy, listening, pro-activeness, and selflessness. When that is the underlying foundation of the relationship, this process can be a catalyst to engagement and positive employee experience. It is something that I am working on and have seen significant results in a short amount of time. It is also something that can you can change any time. If you ever wonder where to start, "How to Win Friends and Influence People" by Dale Carnegie is a great book and can provide the starting point you need.

Give them good and challenging projects that really do/can contribute to the success of the company. While the projects progress, check in with them often and provide additional opportunities for them to report/present to Senior Management.

Stretch assignments are a fantastic way for staff to learn when seeking to advance in their careers; however, the manager must give them room to make mistakes and correct actions without fear or retribution.

Leaders can make a big difference by cutting through unnecessary red tape and simplifying processes that slow people down. It is important to create a space where feedback flows both ways and team members feel comfortable discussing their challenges, concerns, and goals. Check-ins should go beyond tracking progress on tasks—they should aim to understand what drives each person and what might be holding them back. Giving them the chance to tackle new challenges, like working with other teams or taking on more responsibility, helps them learn in a hands-on way. Paired with leadership that’s supportive and trusts their abilities, this approach can lead to real, meaningful development—much more than just offering resources.

Providing a variety of learning tools, such as workshops, mentoring, or online courses, encourages continuous improvement. I have witnessed firsthand how employees' abilities and confidence can greatly increase when they have access to these tools and match them with their interests.

Why not recognize effort, not just outcomes? We often miss the opportunity to acknowledge what will make the win more likely, keep motivation high, boost resiliency to work through the roadblocks, and build deeper connections along the way. People will work to prove you right if you reinforce progress, not perfection.

If you think you’re giving enough feedback, give more. There’s a tendency for feedback to be reserved for formal check-ins or significant pieces of work, but every interaction is an opportunity to provide constructive feedback to reinforce good performance and support development in the necessary areas. Normalising the provision of ongoing feedback as a usual component of supervisory interaction is a game changer for developing a learning culture and supercharging employee engagement.

What gets appreciated gets repeated. If you wish employees to give their discretionary effort, from day-to-day work to professional development, acknowledge and show you value it. And don't wait until the next performance appraisal to honour it!

Absolutely this. Fantastic read on what motivates us in a book called Drive by Daniel Pink, stating 3 areas, "purpose, autonomy, mastery". If they know why they're doing something, can be set up to make their own decisions, they will master a topic because of the passion they have for a topic.

Uma estratégia que acho interessante e sempre uso é desafiar o funcionário com algo que ele não tenha muitas habilidades. Isso motiva a aprender e manter relacionamentos com quem tem.

Employee engagement increases when they sense a connection between their own growth and the company's objective. I ensure that their objectives are in line with the company's vision, which makes them feel more invested in the business's success.

This is a step where honesty and transparency are necessary. If an employee's desired goals and growth don't align with the organization's needs going forward, you must let them. Explain to them where the company is going and offer alternatives they could pursue that would align with the company's goals. This way employees won't feel held back by decisions and have agency over their decision of what to pursue.

At EMJ one of our values is Entire Buy-in. We want to support people in achieving their goals, and ultimately those goals should align with our vision and mission, otherwise we're not the right company for that individual. For example, we're elevating the quality of healthcare, which delivers better patient outcomes. If someone wants to turn smoking into an Olympic 'sport' (can you imagine!) that might be a great goal for them, but not aligned with us!

Supporting employee growth is important. It’s more than just retention—it’s about aligning personal passions with company goals. I suggest starting with open conversations to identify aspirations, followed by relevant training, mentorship, and most importantly, clear feedback. To me, clear is kind. Honest, timely feedback helps employees understand where they stand, what’s working, and where to improve. Listen to their input, which fosters trust and stronger communication. Encourage your team to take ownership of their development, with support when needed. In a small business, every role matters, so prioritizing continuous learning and clarity is essential for mutual growth.

Of all the ways to support your employees' growth, creating a culture of learning and feedback stands out as my favorite. While it may be the most complex approach, it's also the most effective. To break it down, it’s about seeking learning opportunities, inviting feedback, practicing active listening, and turning that feedback into meaningful actions. Remember, your team is watching—even if you’re unaware of it—so lead with the mindset that you’re the role model. Act with integrity, learn openly, and inspire through action.

Encouraging a continuous learning environment and open feedback helps sustain growth. I try to create an environment of continuous growth and support where learning is valued and criticism is seen as a chance for better.

It is critical to give staff the time to learn on the job. In my previous role, the workforce was in constant flux, and it was crucial to stay up-to-date on the job market and workplace trends. My staff were expected to spend 10% of their week in learning mode, and this was built into staff meetings through case studies and relevant industry articles.

I've worked at companies where there wasn't a culture for learning, and although I like to think of myself as self motivated and wanting to learn and grow, there is a huge difference between the amount of self-learning from that company and where I am now, where there is that culture. It's important to have like-minded people to breed this culture. Get that right and growth/development will skyrocket.

In the end, Creating a Learning "Opportunity" is everything. You can NOT expect them to Grow if you are flooding them with tasks.

Supporting employee growth and development can be effectively achieved through a combination of engagement tools, coaching, and consultancy. Implementing robust engagement tools, such as personalized learning platforms and regular feedback systems, helps employees set and achieve career goals. Coaching, whether through one-on-one sessions or group workshops, offers tailored guidance and skill development. Consultancy services, like those from Ennova, can provide strategic insights and customized training programs to align employee growth with organizational objectives. Together, these approaches foster a dynamic environment where employees are motivated, supported, and equipped to reach their full potential.