It is common knowledge that professional development implies that: the more knowledge employees have, the greater the profitability of the company. It’s like a football team, the ones with the best players always win the championships.
Still using the sports metaphor, the best athletes are those with greater skill, who are able to dribble, run faster, have precision in the shot.
But it is nothing new that to reach this level of skill, a lot of technical and, mainly, physical training is required for each individual.
In the corporate world, the principle is the same. Employees who constantly update themselves, are self-aware of their skills and prepared for work will invariably have better results than others.
Having an employee with this type of behavior is excellent for companies, as the company needs to be efficient in all areas , from production to customer service, if it is to survive in a market as competitive as the current one.
However, this does not always happen. That is why companies need to invest in the professional development of their employees, helping them both in their personal and, mainly, in their professional lives.
The main objective of professional development is to make the employee reach short, medium and long term goals, in a way that improves his performance within the organization .
Professional development for employees
The investment in study and training is the basis for professional development . Many companies usually understand that this type brings a series of benefits, that’s why it offers courses and training to employees .
However, this is not an exclusive function of companies. As far as possible, the employees themselves must be proactive and train themselves independently.
Professional development does not only mean improving technical knowledge of the area in which it operates ( hard skills ), but also developing behavioral skills ( soft skills ) that can improve performance in the company.
Among the main behaviors most developed by organizations, we can mention communication, leadership, interpersonal relationships and entrepreneurship in which they stand out.
Communication and interpersonal relationships are skills that practically go together. Since if you have difficulty talking to or dealing with your co-workers, you are likely to have income problems.
Leadership is another essential point, as employees like these are responsible for leading everyone to success within the trajectory of their business.
And entrepreneurial skills allow employees to be self-sufficient and propose innovative solutions to the problems they face on a daily basis.
In general, the professional development of soft skills requires a long-term process, in which the employee must have a lot of self-knowledge and understand what he/she needs to improve.
The importance of professional development of employees
The main reason for investing in employee training is to have a highly qualified workforce that is prepared for the challenges of the market.
Furthermore, it is also important to improve relationships in the work environment, which helps in creating a more positive organizational climate.
This triggers process optimization and greater reliability in what is being performed.
Consequently, corporate productivity and profits increase.
Another key point is the reduction of absenteeism.
After all, lack of motivation is a predominant factor for the employee’s absence, so if he is satisfied, the tendency is for him to become more engaged.
In this way, turnover is also reduced, employees are more willing to dedicate themselves to their activities and strive to remain part of the company.
4 ways to encourage the professional development of employees
1 – The goal must be development
Employees want to know that the work they are doing is meaningful and that it is taking them further away from where they started.
However, this professional development journey is not always limited to developing specific skills or earning certifications. Instead, developing a sense of purpose is one of the most important goals for employee development.
2 – Cultivating the growth mindset
Supporting a growth mindset , also known as the growth mindset , can be the foundation of the success of your employee development plan.
Those with a “fixed” mindset are more likely to believe that talent, skills, or intelligence are innate qualities. So they cannot be earned. Those with the growth mindset believe that with a lot of work and good strategies, they can be developed.
If you believe that you either already have talent in a particular field or never will, you are unlikely to respond well to training and development.
3 – Offer learning opportunities
Provide access to the tools your team needs to expand their knowledge. There are a number of great learning resources available that make this easier.
Learning is one of the most valuable gifts you can give your team. And you don’t need to fund an academic education to provide it, important as it is. But on-the-job development accounts for a good deal of effective learning.
Many of these learning opportunities also come in the form of mistakes. However, most of us hate to admit it when we make mistakes at work. And that behavior can prevent any beneficial lessons that might come from these mistakes.
4 – Facilitating the career path and advancement
If the top performers find they’re hitting the slack in your organization early on, they won’t stay long.
This does not mean that everyone should be put on the quickest path to a senior leadership position, regardless of their interest (or competence) in leading others.
Employee development goals must be tailored to the goals of the organization and the individual. A one-size-fits-all linear approach will not produce the best results.
Many people thrive as individual contributors. Professional development goals for them could focus on expanding their competencies. And so help them become the most effective individual contributors they can be.
Not every brilliant engineer will be a brilliant manager, and that’s okay. So how are you working to develop skills and grow employees? There are a surprising number of opportunities that naturally present themselves.
What is the company’s role in professional development?
If you are a manager in a company, know that it is your role to also offer tools for employees to invest in their professional development. No wonder that in many companies, the human resources sector has analysts responsible only for people development.
Of course, there needs to be interest from employees, but the company can encourage growth and learning.
Companies that believe they have no obligation to support the development of their professionals make a big mistake. The better the employees, the better the business results. In addition, employees create a sense of belonging to the company, improving the work environment, engagement and commitment .