What are you doing to develop the skills of your employees?

Thanks

Give them more related trainings .

Thank you for the invitation.

I will converse with them and keep them engaged in company goals, train them where they need for performing well and appreciate their efforts for job well done, give them more challenging task to keep them updated with know-how.

The eight ways to develop employees, keep them engaged, and increase the probability they will remain with the organization:

1. Create Individual Development Plans: The first step in developing employees is to create a development plan. It is important to sit down with the employee and discuss individual interests and career goals. This conversation will help identify the development activities that individual should be undertaking.

2.        Provide Performance Metrics: It is essential to set specific quantitative metrics to help an employee understand where they need to be or what they can realistically achieve. Then, as these performance metrics are met, the bar can be raised so the employee feels a continued sense of accomplishment.

3.        Provide Opportunities Outside of Job Function: Today’s organizations have become so compartmentalized that employees believe they can only operate within their department or function. However, to truly develop an employee for a larger role in the company, they need to understand how all aspects of the organization work. Create opportunities for an employee to take on new responsibilities outside their job function. This cross-training will increase their awareness and knowledge of the organization and help them work more effectively with others because they have a new understanding of what other employees do for the company.

4.        Give Constructive Feedback: Feedback does not mean criticizing, chiding, or disapproving. Instead, it should be constructive in nature and include specific recommendations for further improvement and development. Feedback should also be delivered regularly and tied to data or examples such as the performance metrics or the individual development plan. Only using feedback for employee reviews can result in missed opportunities to guide an employee through the professional development process.

5.        Remove Barriers: Many organizations are rigid in their organizational structure and processes, which can make it challenging to implement some cross-functional development and facilitate dynamic growth and high-performance training. It’s up to leadership to bridge silos, knock down walls, and design a system that encourages a fluid approach to learning and working.

6.        Link to a Professional Network: Help employees access additional contacts that can help them grow. Introduce them to other professionals that can serve as mentors or coaches, sign them up for professional industry associations, send them to training courses and workshops, and create and attend networking events.

7.        Outlay Resources: From day one, an employee is an investment that the organization is making and from which it expects a return. To get the most out of employees requires making further investments along the way. Although many of the tactics on this list do not necessarily require dollars to implement, resources are still being used in the form of time and focus. Other employee development activities, including training, online learning programs, and coaching are well worth the monetary resource investment dollar.

8.        Set the Example: An employee will see the value of the development process when they see their current leadership continue to develop personally and professionally. By modeling this behaviour, leaders build credibility and the trust necessary to encourage employees to participate in development-building activities. It shows employees that development is part of the organization’s culture. It sends the message that it’s important for, and expected from, everyone in the organization to be part of a continual improvement process that nurtures from within. If you want to compete with big brands, you have to emulate big brands.

These eight employee development tactics can be implemented within any size organization and will work effectively to shape a company’s future leadership. Whether an organization leverages a few or all of the tactics listed here, it is critical that each is used consistently, communicated clearly, and championed by leadership.

Thank you for the invitation ;

In view of the employee is committed to the implementation of what is required of him, whether dedication or at a lower level; but the great work of the boss in the recording and note that excellence or lack, which forces him to find appropriate ways to induce development and practice refined and increased efficiency and skill; Through the diligent work of the President in the planning of continuous development of:

Continuous monitoring and advice.

Motivation to master work

Continuing training courses.

Encouraging creativity.

Valuing efforts.

Thanks for invitation,

I do believe that part of the most important things that manager has to give attention are to develop employees skills are:

!- Training, (including technical and skills training).

2- Job rotation.

3- Motivations.

4- Staff meetings.

thanks for invite

i can develop employees skills by training and meeting and transfer info for them with my experience and don't bored when they ask

Regards

Trainings, Brain storming activities and proper guideline through immediate management.