Como equilibrar o desenvolvimento dos funcionários e os resultados do negócio?

Assess business needs extensively as well. The buy-in from the leadership/business will make or break any employee development program.

When we look at the marketplace since 2000 we've seen an enormous shift from static companies that were leading the way to the new tech companies. Why is that? Simply because they breathe development, not only on a product level but also on a human level. They block time in their schedules to focus purely on development. I've experienced it while I was working at Linkedin. We had the IN day on a monthly basis which was a day that was set in place to give the freedom to the employees to develop themselves. These are the practical initiatives that will make a difference. We need to rethink our schedules and make practical adjustments to make development a part of our day-to-day structure to be prepared for the future.

In today's dynamic business environment, finding the sweet spot between employee development and achieving business results is key. Here's the roadmap: Assess Your Team's Needs: Before you dive into employee development, assess your team's: Skills Knowledge Performance Career aspirations Motivations This step is vital because it: Reveals Gaps: Identifies areas for growth in your team. Aligns with Goals: Tailors development to match business priorities. Use tools like surveys and feedback, and involve employees. Clear communication is key. In a world of constant change, blending employee development with business success isn't just about balance; it's a recipe for mutual growth. Let's embark on this journey together.

I am a solo entrepreneur it is tough to apply a balance plan. However, I function with the thought of growth. I am currently training new photographers. I do teach with the idea they are going to work for me. I instruct with the moves to develop and instruct to create a pool of photographers for later.

SMART goals are not meant to be written and then left in a filing cabinet to collect dust. Things change, now faster than ever! Revisit goals regularly to ensure that they are still relevent for you, your team and your organization and adjust as needed.

Clear Performance Expectations: Set transparent performance expectations that outline the connection between individual roles and overall business outcomes. This clarity empowers employees to see how their development contributes to success.

Implement a blended approach that balances the employee's learning needs, time, and consumption style. Empower the employee to curate and design their development journey

Aligning when and how organizations measure business results and employee development outcomes is the key to the balance question. Employee development and business outcomes have different measurement and success criteria. Employee development is a long-term investment that is measured by behavioral change and outcomes measured over time. Business outcomes are often measured quarterly based on quantifiable data. When there is alignment between how the impact of these two things are measured, this is where business results and employee development are in a mutually beneficial relationship.

Create platforms where learners can share their learning (and not just feedback through surveys/assessments). Learners who coach others create a sustainable learning culture.

Invest in Training and Resources: Allocate resources for training, tools, and programs that enable employees to acquire the skills and knowledge required to excel in their roles.

Employee development and business results are NOT mutually exclusive. I would strongly argue that employee development done well and consistently and with a structured purpose is the BEST way to ensure sustained positive business results!!!

Make sure development is seen as an integral part of business performance. If colleagues are in an environment where they can flourish, business results will take care of themselves

Development is an essential part of business. There would be no growth with out trainings. Training and development must be integrated into the annual department operations plan.

While creating an employee development program, figure out how you are going to measure the skills they're supposed to learn in that program. Then create the system that will evaluate them post-training, so that the program is relevant to business goals. Then the leaders should evaluate and coach them so that they perform.

In conclusion, the art of balancing employee development and business results is not a zero-sum game. Instead, it's a symbiotic relationship where one fuels the other. By aligning, investing, and nurturing your employees, you can create a culture where both personal and organizational growth thrive simultaneously, ultimately leading to sustainable success.