An organization can only benefit from a staff of engaged and motivated people. But how does a leader develop those traits in underachievers? How does one go about converting mediocre employees into positive, productive contributors?
Here are five ways to develop employee potential so everyone has the opportunity to grow his or her leadership skills:
1. Give Your Employees Ownership of Their Own Jobs
As per William D King one of the biggest mistakes managers make is taking total responsibility for their employees’ work. That’s not fair because it gives them all the power. It also doesn’t give your employees opportunities to learn and grow by taking ownership for their jobs. To avoid that mistake, consider assigning just part of your employees’ job to them. For example, if you’re an administrator who has some clerical duties that you need assistance with, consider delegating just those tasks to an entry-level office assistant or clerk. Even though it won’t be all the work this employee does, giving him or her partial responsibility for even just one part of a larger project empowers them and encourages ownership.
2. Give Employees Challenges
People become bored when they feel like they’re stuck in a rut at work–especially when they’ve been there long enough that they’ve mastered their current responsibilities and nothing else is challenging them anymore. That’s why leaders should change things up from time to time so their employees don’t get complacent and feel under-stimulated. I recommend challenging your employees by setting new goals for them. For example, if an employee has been asking you to give her more responsibility or a chance to take on a special project, consider rewarding that kind of initiative with a stretch assignment. Watching someone grow and improve his skills through hard work is very rewarding for a leader, so try giving your team members opportunities to learn something new and feel like they’re growing as professionals.
3. Provide Job Training
Motivated people want to become the best at what they do. If they know their job can benefit from additional training or certifications, chances are high that they’ll seek those opportunities out on their own time (and possibly even pay for them using their own funds). If you want to retain good employees, consider offering them the training they seek so they can become experts in their field. By investing in your team members’ professional development, you’ll also be investing in the organization’s future because your best employees will become future leaders of the company.
4. Give Employees Responsibility for Their Careers
As a leader, it can be difficult to give up control–especially when that control is over something you don’t have experience with or an area where you’re not already an expert yourself. For example, I remember when I was responsible for hiring new staff members at my previous place of employment. Back then, I didn’t really know how to assess people’s work ethic and interviewing skills until I had hired enough people that I could trust my instincts. But while some leaders might see their employees’ career-building ideas as a threat, the best leaders encourage them to take control of their own growth and development by offering them some guidance when necessary. You never know–the next great leader in your organization may be planning his or her escape right now, but if given the chance to recommend themselves for promotions or new roles, they might just stay with your company for longer than you expect.
5. Provide Opportunities to Contribute
Giving your employees job responsibilities isn’t enough on its own because it won’t develop leadership potential unless opportunities are available for team members to share what they’ve learned with others and lead by example. That’s why managers need to give their employees an opportunity to stand out from the crowd by allowing them to be team leaders, serving as mentors or conducting training sessions. Any chance your entry-level employees get to show what they know and lead others will make them feel recognized for their hard work and dedication–and that feeling of recognition is critical if you want them to remain committed long term.
Conclusion by William D King:
While it may seem like a daunting task, developing your employees into leaders is actually an investment that can pay off in big ways. I hope these tips have inspired you to take action and show your team members what they’re capable of by empowering them!