every company has it’s own set of priorities to help take it to the next level, and knowing which initiatives will make the greatest impact can be tough. setting your employees up for success in their role starts with giving them all the tools and resources they need to do their job well. part of becoming an effective coach is learning about your direct report; their unique strengths, what drains them, and what motivates them so you can help guide them on their path to success. here are 5 questions you can start asking your people every week during check ins and 1-on-1s: • what’s going well in your role? • on a scale of 1-10, how fulfilled are you?
these discussions will also contribute to building a more psychologically safe environment for employees to be open and honest. without the right structures in place to help your people to connect, some initiatives could run the risk of falling flat. your employees don’t just exist in a professional capacity to serve your organization. are you struggling with anything?” this meets our basic needs to be seen, heard, acknowledged, and validated—needs that often go unmet in many work environments. when employees are given the tools to do their jobs well and train to advance in their careers, they are more likely to feel inspired to do their best work. and your reputation for stellar employee development might just encourage the best and brightest candidates to join your team.
training new and existing employees can be a company’s biggest challenge, especially in a rapidly changing business environment. get supervisors training on how to improve their employees who value training programs are the ones you want because it means they are always offer professional training from the get-go. let’s get the obvious stuff out of the way. setting your employees up for, how to improve training skills, how to improve training skills, how to improve training sessions, how to improve on the job training, training suggestions for employees.
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