When the company grows, employees are expected to grow with it. However, they can’t grow along with the business if they are not given the opportunity to. Career advancement involves a lot, and this is how any manager can go about it; Have regular reviews Caroline Akaliza, a business manager in Kigali stresses that performance reviews are thought of as once-a-year meetings to discuss an employee’s performance, objectives, and career plan over the last year. One of the clearest benefits of regular reviews is the opportunity to improve the overall performance in the workplace. She says that taking the time to analyse the work produced by your staff over the last year, or any period you wish to review, is the perfect opportunity to find areas that need attention. You can help your employees create a basis to judge progress and set deadlines for each stage of performance. Recognise accomplishments Akaliza notes that when you recognise employee achievement, it drives individual work performance, adding that motivated workers put more time and effort into their work, as they feel they have a purpose and play an important role in the company. She also explains that appreciation is a basic human need. Employees respond to appreciation expressed through recognition of their good work because it confirms their work is valued by others. When employees and their work are valued, their contentment and productivity rises, and they are motivated to maintain or improve their good work. Provide feedback in real-time, not just during annual reviews According to a study from Wakefield Research, more than 90 per cent of employees would prefer that their manager address learning opportunities and mistakes in real-time, not during an annual review only. Organisations that do not provide continuous feedback cannot expect employees to grow or develop in the areas within which they struggle. Encourage mentoring and coaching Akaliza enlightens that employees ought to be entitled to coaching and mentoring to make them more valuable to the organisation they work for. Such opportunities develop and enhance their skills—both professionally and personally. Employees or managers that provide such learning are concerned about their staff’s growth and progress. She explains that coaching and mentoring programs are essential as they help to communicate expectations and goals, craft supportive relationships, provide direction and constant performance feedback but also identify required training, empowers the employee, improves the employee’s understanding, skills, and confidence and offers praise and rewards. Encourage networking The business manager carries on that networking doesn’t mean that your employees are planning to get other job opportunities elsewhere. When you give employees a chance to connect at work, they are more likely to become friends with one another. Friendship, it turns out, is a valuable asset for workplace happiness. She adds that staying connected and knowing others in the business assists employees to grow in their role over time but the networking can profit the company as well. Give stretch assignments Other than a job change, stretch assignments are hands down the best way to learn and develop. As a manager, you are in a position to look for opportunities for your employees that are aligned with their development needs and career aspirations. Don’t think about picking the most qualified person for the assignment. Instead, think about picking the right developmental assignment for the person, according to the balance careers. Lay a foundation of trust and mutual respect ‘Employees need to know that discussing their development isn’t just a sneaky way to get them to admit their weaknesses. To inspire them to take ownership of the process, you have to start by building trust. Help them to see that you are invested in their success and on their side.’
