The Workplace Coach

The Gallup Organisation, a global analytics and advisory company, conducts extensive research on employee engagement and organisational performance. Their findings, based on over 10 million interviews with managers and employees, highlight 12 Elements of Great Managing for engagement and high performance. Consistently, employees worldwide have conveyed a clear message:

“If you do these things for us, we will do what the company needs of us”.

This article is the last in a series of hints and tips for managers based on the 12 Elements of Great Managing. Your attitude has the leading role in this one. 

In the realm of work, what distinguishes a fulfilling career from a mundane job? It’s progress. That’s what the Twelfth Element is all about –– the opportunity for growth and learning in the workplace. When employees have the chance to evolve and develop new skills, they become more engaged, committed, and ultimately contribute to a company’s success.

Studies have shown that employees who feel they are learning and growing in their roles are twice as likely to stay with their company long-term. But it’s not just about retention; it’s about productivity too. When individuals are invested in their personal and professional development, they work harder and more efficiently. This not only benefits them but also has a direct impact on customer engagement and profitability.

Business units that rank high on the Twelfth Element scale outperform their counterparts in customer engagement and loyalty by 9 percent and in profitability by 10 percent. Why? Because employees who are continuously learning and genuinely interested in their work often come up with innovative ideas and solutions, driving business growth and success.

Humans are naturally drawn to progress and generally we thrive on new challenges and opportunities for growth. But when we enter the workforce, many of us find ourselves stuck in routine, mundane jobs that offer little room for advancement. This stagnation can have detrimental effects on our personal and professional well-being.

Research has shown that a significant portion of the workforce –– 12 percent –– is “languishing,” experiencing poor emotional health and lower productivity due to a lack of growth opportunities. Sadly, only 17 percent are “flourishing,” thriving in environments that allow for continuous learning and development.

So, as managers, let’s prioritise the Twelfth Element –– let’s create environments where learning and growth are not only encouraged but celebrated. Because when we invest in our people and their progress, we invest in our company’s future success.

Here are five effective ways for you, as a manager, to encourage learning, growth, and development in your teams:

1. Provide Regular Feedback and Coaching: Schedule regular one-on-one meetings with team members to provide constructive feedback on their performance and offer guidance on areas for improvement. This creates a supportive environment where team members feel valued and empowered to grow.
2. Encourage Skill Development Opportunities: Identify skill gaps within the team and provide opportunities for training, workshops, seminars, or online courses to enhance their skills and knowledge. Encourage team members to pursue certifications or participate in cross-training programs to broaden their expertise.
3. Promote a Culture of Continuous Learning: Foster a culture where learning is valued and encouraged on a daily basis. This can be achieved by promoting knowledge sharing sessions, organising lunch and learns, or establishing mentorship programs where senior team members can mentor junior ones.
4. Set Clear Goals and Expectations: Work with each team member to set clear, achievable goals that align with both their personal development aspirations and the objectives of the team. Regularly revisit these goals to track progress and make adjustments as needed.
5. Lead by Example: As a manager, demonstrate a commitment to your own learning and development. Share your own experiences of growth and development with your team and be open to receiving feedback from them. By modelling a dedication to continuous improvement, you inspire your team members to do the same.

For further information on this topic or any topic related to people management, feel free to reach out. We are here to help.

The Workplace Coach.