Career development is not one-size-fits-all. Even if you have limited advancement opportunities, there are still ways to empower your employees.
“Consider how employees can grow themselves within their current roles, such as through the pursuit of external education and certifications or joining associations and boards,” says Courtney Pohlit, director of human resources for Ruppert Landscape.
Pohlit will explore groundbreaking approaches to motivate employees and cultivate their career growth within your organization during her session, “Empowering Career Development: Innovative Strategies for Long-Term Growth” on Wednesday, Nov. 6, at 9:30 a.m. at ELEVATE.
Pohlit says those who want to gain a different perspective on career development should consider attending her session. She says owners should look for the helpers in their organization who go above and beyond, as these are the individuals most interested in long-term career development.
“Also, if someone is mentoring others, they typically have an interest in the greater good of the company and likely show the signs of being a future leader,” Pohlit says.
What Motivates Employees
Pohlit says the first step to motivating employees is to meet them where they are, understand what’s important to them and understand that not everyone is motivated by the same thing. This allows you to create a more customized approach to career development.
“Some people are motivated by external factors such as monetary bonuses or extra days off, whereas others are more motivated by recognition and appreciation from their peers,” Pohlit says.
Others can be motivated by internal factors, such as the enjoyment of continuous self-improvement or collaboration and building a stronger team.
“Providing multiple avenues for career growth provides more opportunities for success, including performance evaluations with goals and timelines, job shadowing opportunities, and structured mentorships,” Pohlit says.
Generational differences can also impact some of the motivational factors for your team. Pohlit suggests creating a mentorship program to bridge the gap between tenured and non-tenured employees and between generations.
Also, make sure the individual goals you create tie into larger team or organizational goals.
Pohlit says one of the keys to cultivating an employee’s career growth is getting to know them and showing an interest in their day.
“We recently hired a new executive and one of the comments I’ve heard most frequently from employees is that he makes a noticeable effort to learn about them, not only what they do for the company but personally as well,” Pohlit says. “That goes a long way in solidifying a company culture that people want to remain in and continue growing.”
What Doesn’t Motivate Employees
Some of the methods that don’t typically motivate employees include managing the task rather than leading the person, communicating in only one direction and vaguely referencing a promotion somewhere in the future.
“Employees tend to be more motivated when they have the runway to use their own judgment and decision-making skills to reach a goal or specific outcome, rather than being told exactly how to complete a task and micromanaged by their supervisors,” Pohlit says.
She says when they lead employees by providing guardrails and tools to reach a goal, rather than focusing on the individual steps taken, they tend to see more motivated and successful employees.
It’s also important to make sure that employees’ voices are heard rather than them only receiving instructions from their superior.
When discussing a possible promotion, make sure you are working with the employee so they have a clear path to get there.
Ready to learn invaluable insights on empowering your workforce for sustained success? Register for ELEVATE and we’ll see you in Charlotte, North Carolina!
