Managing people isn’t something you’re born knowing how to do. If it was, you would see a lot more toddler MBA candidates. The skills required to lead and inspire others are usually gained through years of experience and hard work. But often, learning how to manage people is a trial by fire. New managers are expected to start performing—and getting their people to do the same—on day one.
If it all seems overwhelming, don’t panic. Over the past few weeks, Grovo’s Content team has put together our new Grow Your Employees curriculum. This learning series gives practical advice for providing your team with the resources needed to develop new skills day-to-day, and grow into fulfilling careers long-term. Creating growth opportunity at your organization is a critical investment in your people. Now, with Grow Your Employees, you have an easy way to put growth at the center of your culture. For just a sample, in this track you’ll learn how to:
Train your employees
If there’s one thing I know well, it’s donuts. If there’s two things I know well, it’s donuts and effective employee training. Over the last four years I’ve worked with organizations of all sizes to create training that works for them. And in my professional opinion, the key to learner engagement is making sure the training feels relevant. The good news is that no one knows the performance needs of your team better than you. That means it’s on you, time-strapped manager, to create training plans that unlock your team’s potential.
Check in on how your employees are doing with the advice found in “Evaluate Training Outcomes.” This lesson outlines how to assess the the success of your training plan so you can tweak it and ensure your team is getting everything they need.
Develop clear performance strategies
Being a manager means providing structure for your team. Help your reports succeed by giving them clear, thoughtful performance standards and plans. Not only will your team gain insight into what success looks like for them, you’ll be able to assess their work more regularly, transparently, and fairly. When employees don’t quite hit the mark, performance standards will help you see what went wrong so you can get back on track. Being able to figure out why something went wrong is a bit harder. Our lesson, “Finding the Root Cause of Performance Problems” introduces you to strategies to diagnose the issue and address it head on.
Prepare your employees for long term success
Performance standards and plans are great for structuring your team’s day-to-day effort, but what about the bigger picture? If you’re not thinking about the next career step for your employees—because believe me, they are—it could mean their next step will be right out the door.The key to keeping your reports inspired and engaged in the long term is building career paths that suit their interests and skills. Our “What is Career Pathing” lesson gets into the nitty-gritty of how career paths work and what you stand to gain by creating them for your employees. Make career pathing a priority to show your reports that their long term development is every bit as important to you as it is to them.
Login to Grovo to see the full curriculum here.