How can I support my employees’ development within the company?

Tal­ent man­age­ment is a real strate­gic issue that allows com­pa­nies to get more val­ue from their cur­rent and future employ­ees. The evo­lu­tion of the lat­ter must there­fore be con­trolled and sup­port­ed. But it is not always easy to see clear­ly! Dis­cov­er 3 ways to sup­port the evo­lu­tion of your employ­ees with­in the company.

1/ Encourage internal mobility

It is a com­mon prac­tice to sup­port the evo­lu­tion of employ­ees! Indeed, inter­nal mobil­i­ty allows us to meet the needs of the com­pa­ny, while devel­op­ing the employ­a­bil­i­ty of employ­ees. There are also sev­er­al types of inter­nal mobil­i­ty: func­tion­al, geo­graph­i­cal or result­ing from a pro­mo­tion. Before imple­ment­ing this solu­tion, make sure you define a clear inter­nal mobil­i­ty pol­i­cy so that your employ­ees are treat­ed equal­ly. You also need to be able to antic­i­pate your HR needs in advance in order to pre­pare your employ­ees’ mobil­i­ty. In addi­tion, to assess and antic­i­pate employ­ees’ desires, the issue of inter­nal mobil­i­ty can be raised dur­ing an annu­al inter­view. You can also set up a page on your intranet to pub­lish eli­gi­ble inter­nal posi­tions in order to encour­age employ­ees to apply.

2/ Provide feedback and coaching

To make it eas­i­er for your employ­ees to grow, you need to take stock of their cur­rent skills and set new goals! These feed­backs will help them to see more clear­ly their points of improve­ment as well as their suc­cess­es. To help your employ­ees reach their goals more eas­i­ly, you can of course offer them tra­di­tion­al train­ing, but coach­ing is also an effec­tive solu­tion. Coach­ing can be focused on a per­son or a group of peo­ple in order to remo­ti­vate and give mean­ing to notions such as man­age­ment, lead­er­ship, per­for­mance, cohe­sion, rela­tion­ships, com­mu­ni­ca­tion in teams… Coach­ing is often very well per­ceived by employ­ees and is per­fect­ly in line with a tal­ent man­age­ment approach.

3/ Have a salary development policy

To sup­port long-term per­for­mance and reward employ­ee devel­op­ment, salary increas­es are nec­es­sary. It can be based on indi­vid­ual or team per­for­mance, as a joint effort can also jus­ti­fy a salary increase. You should also pay atten­tion to the poten­tial of each employ­ee to reward those who are the most moti­vat­ed to move up the lad­der. The objec­tive of a salary increase is obvi­ous­ly to com­pen­sate your employ­ees at their fair val­ue, but also to moti­vate them for the con­tin­u­a­tion and evo­lu­tion of their missions.

In short, there are many ways to sup­port your employ­ees’ devel­op­ment with­in the com­pa­ny. The means you put in place must be fea­si­ble and above all con­sis­tent with your strate­gic objec­tives. Employ­ee devel­op­ment should be an inte­gral part of your over­all busi­ness strat­e­gy for the well-being of your employ­ees, but also to remain com­pet­i­tive in your mar­ket by keep­ing the best tal­ent in your organization.

Learn about Saba Cloud, the lead­ing tal­ent man­age­ment and learn­ing solution

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