While managers are under pressure to produce immediate results, they are also responsible for developing their team's talent and supporting individual learning goals, according to the Harvard Business Review.
Listed below are four ways managers can balance these responsibilities while helping their employees achieve their learning goals.
- Establish clear expectations and metrics from the top down so that development is not simply empty rhetoric but instead receives dedicated time every week for employees to work toward realistic learning goals.
- Hire to train and learn to spot potential for growth in applicants. Even though it may take time to help them learn necessary skills, you are cultivating long-term talent for the future.
- Emphasize learning as a shared responsibility and not just something that management is responsible for. Employees have to show a drive to learn both at work and while not on company time. Open communication is key to ensuring employees know you will be there to help them, but that they also need to demonstrate a willingness to work hard.
- Speak at the skill level and not the role level so that employees understand they are learning skills to become more effective in their jobs, not just to climb the ranks of your organization.
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