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Tips For Stimulating Personal Development For Your Employees

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Almost everyone has ‘personal development’ on their to-do list. Yet it often fails. You find it interesting but you think: “That training or course, module, or open homework assignment will come later. First a moment … “Or not? This is exactly the case with the employees in your organization. As a manager, how do you ensure that competence development is placed higher on the agenda? In this blog, we give you 5 tips for stimulating personal development in your organization.

Stimulate competencies and personal development by offering training.

Making time to learn is difficult. The ‘normal work’ usually takes precedence over the development of personal competences. Yet development under the right conditions, with planning and perseverance, can well become part of the routine in your organization. With the following 5 practical tips, you will help your employees on their way.

Tip 1: Block fixed times in the agenda

Are you going to discuss the curriculum with your employees? Then make good planning together with fixed learning moments. This time can be used to follow a training or course. But also to actively work on developing competencies and skills differently. Make sure that your employees block these learning moments in their agendas. Respect this planned study time too! As a manager, therefore, do not plan other ‘more important’ meetings over it.

Realistic planning is half the battle

The amount of time required when required varies per person and learning objective. One person likes to spend brief moments learning every day, while the other prefers to spend a few hours twice a week. Make sure that the planning is realistic and feasible. It does not motivate if they do not immediately achieve their learning objectives. Small chance that they will then have the courage to continue with their development.
Whatever your employees plan, the most important thing is that they stick to their learning objectives.

Tip 2: Determine the learning objective

Have you planned the learning moments? Then determine the goal per learning session. Also, formulate the learning objective that must be achieved over a longer period of, for example, a month.

Formulating learning objectives takes time, but it gives both the manager and the employee guidance, direction, and a timeline. By splitting the training into small pieces, it becomes feasible to reach the learning goal. This is a huge incentive because the employee is more aware of his progress and it becomes feasible to move forward.

Tip 3: Personal development must be rewarded

Not wanting a certain training: it happens to everyone. This is where the danger of study-avoiding behavior lurks. Link a reward to the completion of learning sessions. That motivates me to bite through the sour apple. For example, a nice team lunch when all team members have achieved their learning goals at the end of the month.

Why work on knowledge and personal skills again?

Do you notice that someone does not work on their own? Try to find out what his initial reason was to set himself a learning goal. In a conversation, make sure you understand why he wanted to learn about this specific topic. Where does the information help in its function? What does he want to achieve with this training? Getting this insight to the table can help to find his motivation.

If you feel resistance to your employees to get started, it can help to start small. For example with a short learning bite or microlearning. You can agree that your employee starts every learning session with a small intro. After that, he can further delve into the content of his planned learning session.

Also Read:How to build an emergency fund account

Tip 4: Grow to understand a mental ability

The mental ability of your employee enables him to develop his talent, to be productive and creative. Understanding this helps your employee understand where his strengths and weaknesses lie.

The 4 components of mental ability

Mental ability consists of four components 1: cognitive, emotional, social and behavioral. The cognitive component is about human learning. In other words: the capacity with which you can develop into a curious and learning person. Essential for personal development!

One way to gain insight into one’s cognitive capacity is to look at the moments when your employee wanted to stop learning. When did he tend to do something else? By reflecting on these moments, an understanding is created which leads to distraction and which removes attention. But also what motivates you to develop. This provides insight into how the employee can fully utilize his potential.

Tip 5: Create a stimulating learning environment

To ensure that employees make optimum use of their apprenticeship, the right learning environment is indispensable. Do you want to spar with an employee occasionally? Does he need someone who encourages him to stay busy? Does he want regular feedback? Does he want to be able to apply the substance immediately in practice? Explore these needs in your organization. Listen and observe so that you can create the circumstances that help your employees learn. There are a number of personal development courses and personality development classes were available through that you can develop your personality and you can improve your personal growth in your carrier.

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