What are the best ways to provide employees with the resources they need to succeed?

Ask the employees/role holders for their input into what they need to effectively perform and fulfil their roles. Who knows better than the role holders, what the obstacles or barriers (outdated processes, internal bottlenecks etc) to productivity or effective performance. When the pros and cons of employee recommendations have been fully considered. For accountability, a trial period of innovations or improved ways of working etc, following implementation, can be put in place.

Clear Communication: Regularly communicate with your employees to understand their needs and challenges. Ensure that they are aware of available resources and support channels within the organization. Training and Development: Offer training programs, workshops, and opportunities for skill development. Encourage employees to attend relevant conferences, webinars, and seminars. Supportive Work Environment: Foster a positive work culture that promotes collaboration, creativity, and innovation. Maintain a safe and comfortable physical workspace. Access to Tools and Technology: Provide employees with the right tools, equipment, and software required for their roles. Ensure that technology is up to date and functional, minimizing downtime

I would always meet with my employees 1 on 1 at each new location I transferred to. I would ask them what their goals were to find out if they wanted to advance or stay where they were. I would then formulate a training plan for those who wanted to advance, geared toward the path they wanted to take. Those that did not want to advance I created a plan for them to learn the position above them so they were a valued asset for however long they were with the company. Many of them ended up staying due to the added attention and training given to them. They felt more needed and enjoyed the extra responsibility which led many to advance.

The more you communicate to your employees, the more trust you build, and understanding you gain. People have to talk to people, this is how you can understand your team and identify their needs, and areas where you, as a leader, can improve.

Which one : Identify their needs - or create productive environment for employees to share their needs, insights, perspectives, and being heard ?

Affording people the time to explore what they want from their personal development is the first step. It doesn’t always need to be about sending people on lengthy, expensive training courses. 1:1 coaching can help unlock so much hidden potential that may otherwise lie unseen or unexplored.

Training takes different forms - work with the employee to identify what mode works best for them and share recommendations. What works for one person may not work for the other, so try to encourage out-of-the-box thinking and ideas. Projects are a great way to get on-the-job training and are usually a build-up to promotions.

Tools can also include training tools, like skills improvement platforms, LinkedIn learning, workshops and external courses where the costs can be covered by the organization. Providing free access can be a huge first step in enabling people to grow.

Employees need freedom to manoeuvre. A 2019 study by the Harvard Business Review found that employees with higher levels of autonomy were 43% more productive than those with lower autonomy. Empowering employees with the freedom to maneuver is a hallmark of high-performing organisations. By granting autonomy and flexibility, we unlock their full potential, foster innovation, and build a resilient, adaptable workforce. Embracing this freedom is not just good for people - it's essential for the long-term success and competitiveness of any business. Don’t be a top down, tyrannical leader. Loosen up and learn to empower from the bottom up.

I encourage my team to be intrapreneurs, empowering them to create their own business within the business. Over the years I've found that this pushes team members to do more, take more ownership, and ultimately, be more successful in the workplace.

Often, I introduce team members to partners that I know share common ground. Maybe they're from the same place, passionate about the same topics, or their needs/interests may compliment one another. Being purposeful about connecting team members to others helps build trust between me and my employees, and drives back to one of our company values: people have to talk to people.

Resource needs, as well as other business model elements (channels, activities, costs, etc.) are defined according to Strategy.

Get to know your team as individuals - their styles, their values, their preferences, how they like to be recognised. Feeling seen as an individual is hugely important - it allows people to feel comfortable in being themselves and being able to reach their full potential.