7. Support professional development
Posted: Sun Dec 22, 2024 10:00 am
Equally important is positive reinforcement. Regularly recognize and praise a job well done. This not only motivates the individual, but reinforces the expected standards of the team.
If you find it difficult to provide feedback, remember that if you avoid holding your employees accountable, things will get worse. You’re not doing them a favor if you let them off the hook when they fail to meet agre philippines code number ed-upon goals. You’ll be doing them a better service if you help them grow. They need to know that you’ll always call them out on them if they don’t do what they agreed to. If a team member promised to provide an update on Wednesday but doesn’t contact you that day, ask them in a non-confrontational way what’s going on. Maybe there’s some legitimate reason that’s holding your team member back, and you may be able to help. If you keep doing this, your team will soon learn that Wednesday is Wednesday.
7. Support professional development
I recommend that you discuss team members’ ambitions and training needs individually. Help them identify their career goals and create a plan to achieve them. Ideally, each team member should have an annual development plan tailored to their situation. If possible, invest in training, executive coaching, and development programs. Supporting their career development shows that you care about their future, not just their current performance.
Working with team members to create individual dev
If you find it difficult to provide feedback, remember that if you avoid holding your employees accountable, things will get worse. You’re not doing them a favor if you let them off the hook when they fail to meet agre philippines code number ed-upon goals. You’ll be doing them a better service if you help them grow. They need to know that you’ll always call them out on them if they don’t do what they agreed to. If a team member promised to provide an update on Wednesday but doesn’t contact you that day, ask them in a non-confrontational way what’s going on. Maybe there’s some legitimate reason that’s holding your team member back, and you may be able to help. If you keep doing this, your team will soon learn that Wednesday is Wednesday.
7. Support professional development
I recommend that you discuss team members’ ambitions and training needs individually. Help them identify their career goals and create a plan to achieve them. Ideally, each team member should have an annual development plan tailored to their situation. If possible, invest in training, executive coaching, and development programs. Supporting their career development shows that you care about their future, not just their current performance.
Working with team members to create individual dev