As workers we usually have dreams and personal goals that we want to carry out in our professional life; As employers, we must ensure that everyone can achieve these goals in our organization. Many times we keep in mind that work rewards are only economic, however, much of the motivation at work is related to a personal and emotional reward.
A poll made by the provider of risk management, human resources and consulting services, AON, revealed that “82% of companies consider that the well-being of employees is important, but only 24% fully integrate well-being into their corporate strategy”. Projecting in our companies an area destined to plan and address the professional development and well-being of workers, not only benefits our teams, but is reflected in the performance of different business aspects, and even projects a better image in the customers.
Currently, workers, especially Millennials or GenZ, prefer to change jobs and look for new activities that motivate them or allow them to grow professionally, rather than stay in a position that does not satisfy them personally. This has led many companies to spend a large part of their resources on hiring and training people, who do not end up being permanent in their positions. In addition, the instability in the work teams makes it difficult to carry out and monitor activities, since the adaptation of new personnel tends to slow down processes, change ideas or even lose the exact moment of execution.
The best way to create a stable work team is by providing them with the necessary tools so that they can grow professionally and feel fulfilled as part of our company. Initially, to achieve a good professional development strategy, you must know the employees beyond their CVs and understand what they hope to achieve in that position, what their interests and motivations are. In this way, managers and human resources teams will be able to develop plans focused on each one being able to advance towards those individual objectives.
An essential part of professional development is training and learning. Investing in knowledge is investing in quality and efficiency, since workers who are at the forefront of their areas will be competent in performing new tasks, creating solutions and facing obstacles with fresh and innovative ideas. This, without a doubt, is a point that will differentiate our company from the competition, since we will be better able to solve the needs of our clients.
As organizations grow, new vacancies and tasks will be required to keep up with market demands, this is a great opportunity in promoting worker promotions. Those who already know how the business works for a long time are ideal for these leadership positions, because they are able to carry out new activities based on their experience. This type of recognition motivates us to continue working on the growth of our company, and creates an image of progress and opportunities for colleagues, who will see a career opportunity and stability.
Companies often go through times of slowness or stagnation due to different factors. The way out of these situations may lie in the abilities of our employees and in skills such as creativity, knowledge in other areas and even hobbies or hobbies. This is one of the parts that is usually wasted in professional growth projects but that manages to be a wild card in solving business problems and even improving the work environment that is so essential for the well-being of all employees.
Allowing you to develop that more human side within your work activities, improve the formulation of ideas and creative solutions. If our employees and colleagues advance professionally, the business will surely grow and will be able to achieve better results, be more competitive and even set more ambitious goals.