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

3 minutes

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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