Tips for Employee Development Opportunities

This week, I facilitated a manager workshop on how to grow and develop people and teams. One question sparked a great conversation: “How do you develop your people outside of formal programs?” It’s a great question. IMO, one of the highest leverage actions a leader can take is making small, but consistent actions to develop their people. While formal learning experiences absolutely a role, there are far more opportunities for growth outside of structured settings from an hours in the day perspective. Helping leaders recognize and embrace this is a major opportunity. I introduced the idea of Practices of Development (PODs) aka small, intentional activities integrated into everyday work that help employees build skills, flex new muscles, and increase their impact. Here are a few examples we discussed: 🌟 Paired Programming: Borrowed from software engineering, this involves pairing an employee with a peer to take on a new task—helping them ramp up quickly, cross-train, or learn by doing. 🌟 Learning Logs: Have team members track what they’re working on, learning, and questioning to encourage reflection. 🌟 Bullpen Sessions: Bring similar roles together for feedback, idea sharing, and collaborative problem-solving, where everyone both A) shares a deliverable they are working on, and B) gets feedback and suggestions for improvement 🌟 Each 1 Teach 1:  Give everyone a chance to teach one work-related skill or insight to the team. 🌟 I Do, We Do, You Do:Adapted from education, this scaffolding approach lets you model a task, then do it together, then hand it off. A simple and effective way to build confidence and skill. 🌟 Back Pocket Ideas:  During strategy/scoping work sessions, ask employees to submit ideas for initiatives tied to a customer problem or personal interest. Select the strongest ones and incorporate them into their role. These are a few examples that have worked well. If you’ve found creative ways to build development opportunities into your employees day to day work, I’d love to hear what’s worked for you!

“If my people want to grow, they’ll speak up.” “If I keep my head down and work hard, my boss will notice.” Both are common assumptions �� and both can lead to missed opportunities, unmet expectations, and frustrated teams. The truth? Most people aren't taught how to advocate for themselves at work. They don’t always know what they can ask for, and they may be worried about being seen as too ambitious, too demanding, or not loyal to their current role. So they keep their heads down, hoping someone will notice their potential. At the same time, many leaders are juggling too much. They’re not intentionally ignoring career development — but without clear signals from their team, it can easily fall off their radar. 💣 Growth and development don’t just happen. And it’s not something a leader or company can own alone. It’s a shared responsibility — and it starts with the employee. But leaders play a critical role. We have to create the space for real conversations — not just during performance reviews or when someone's struggling. * Ask your people what they’re interested in and where they want to grow. * Invite them to take on stretch opportunities. * Don’t assume you know what they want — co-create a growth and development plan with them. That's how you grow talent, build trust, and create teams that thrive — not just perform. And as employees, we need to take the lead on our own career development: * Get clear on what lights you up. * Don't wait to be tapped on the shoulder. * If you’re curious about a skill, a path, or a project — speak up. Your manager isn’t a mind-reader, and you don’t want to be passed over just because someone else raised their hand first. ✳️ Great leaders don’t build careers for people. They build them with people. ✳️ And great employees don’t expect growth to be handed to them. They take ownership — and invite others to help them get there. Who do you think owns growth and development — the employee, the leader, or the organization?

Taking a chance on someone is NOT the risk. Failing to give them a chance is: Most of us got here because someone took a chance on us. Not because we were the "perfect fit." Not because we had every skill on day one. But because someone saw potential - And opened the door. The best leaders do this intentionally. They create opportunities for people to grow into. Here are 10 practical ways to give people a chance without lowering the bar: 1. Hire for Potential, Not Just Current Skills ↳Ask in interviews: "What's the last new skill you learned, and how?" 2. Think: "Who Hasn't Gotten Their Shot Yet?" ↳In your 1:1s, identify one person overdue for a stretch project 3. Give Entry-Level Employees a Real Deliverable, Not Just Shadowing ↳Hand them the first draft of the client deck - then give feedback in edits 4. Rotate Projects That Stretch People's Skills ↳Next team meeting, let someone new run the agenda start to finish 5. Say Yes to Someone Who Raises Their Hand Early ↳If a newer employee volunteers, put them on a small client call this week 6. Pair New Hires with a Peer Coach ↳Schedule a 20-minute weekly check-in for their first 90 days 7. Share "Why" Behind Decisions So They Can Learn Judgment ↳End each decision with: "Here are the 2 reasons I chose this path" 8. Debrief Mistakes as Lessons, Not Punishments ↳Write one "lesson learned" and one "next step" on the whiteboard 9. Spotlight Progress in Public, Even If It's Small ↳Start team meetings with: "One win from last week was [name]" 10. Run a 30-Day Trial Project Before a Full Hire ↳If you're really unsure, assign one project with a clear deadline - review results at day 30 Talent doesn't just arrive ready-made. It's built when someone is trusted with a chance. Agree? --- ♻️ Share this to help others get the chance they deserve. And follow me George Stern for more.

Employee development shouldn't be an afterthought. It should be a strategy. When companies prioritize learning and growth, everyone benefits from the individual contributor to the entire organization. Here are 10 ways to make employee development a core priority: 1. Build development into your company goals 🎯 Make growth part of your mission. Show how employee development fuels business success. 2. Create personalized development plans 📝 Work with each employee to set short- and long-term goals that align with their role and career aspirations. 3. Schedule regular check-ins focused on development 📆 Separate these from performance reviews. Use them to track growth, offer guidance, and plan next steps. 4. Provide access to learning resources 🎓 Offer courses, certifications, and workshops. Make it easy for employees to explore and learn. 5. Encourage stretch assignments 🚀 Give team members projects that push their limits. It’s a great way to build confidence and new skills. 6. Offer mentorship programs 🤝 Connect employees with mentors who can support and challenge them. Formal mentorship builds knowledge and trust. 7. Invest in leadership development 🧭 Support employees who want to lead. Train them in communication, decision-making, and managing people. 8. Track and reward development progress 🏅 Celebrate growth, whether it’s a new certification or a completed project. Progress matters. 9. Make development part of your culture 🌱 Promote learning at all levels. Share stories of employees who’ve grown within the company. 10. Measure the impact of development 📊 Track how learning efforts affect performance and retention. Use that data to make your programs even better. Building a culture of development takes intention, but it pays off in engagement, loyalty, and performance. What’s one way your company supports employee growth today? 👉 Follow Ricardo Cuellar for more HR strategies that build strong, future-ready teams.

Train your team to outgrow the job. Then give them a reason not to leave. People are your greatest asset, and smart leadership unlocks their potential. It empowers growth. It builds loyalty. It drives success. Here’s 9 ways to educate employees for growth while inspiring them to stay: 1/ Personalized Learning: Tailor Development to Their Goals → Assess skills and create custom training plans. → Align learning with their career aspirations. 💡 Leaders: Offer courses or certifications that match individual strengths. 2/ Mentorship Programs: Guide Their Journey → Pair employees with mentors who inspire and challenge. → Foster one-on-one connections for growth. 💡 Leaders: Match mentors and mentees based on shared goals and expertise. 3/ Continuous Feedback: Empower Through Clarity → Replace annual reviews with ongoing, real-time feedback. → Provide actionable insights to fuel improvement. 💡 Leaders: Schedule regular check-ins to discuss progress and goals. 4/ Skill-Building Workshops: Stay Ahead of Trends → Offer training in high-demand fields like leadership or tech. → Keep employees competitive in a fast-changing world. 💡 Leaders: Curate workshops based on industry trends and team needs. 5/ Career Path Transparency: Show Them the Future → Map out clear growth opportunities within the company. → Share potential roles and promotions openly. 💡 Leaders: Create visual career roadmaps to guide employee aspirations. 6/ Recognition Systems: Celebrate Their Wins → Acknowledge achievements publicly and consistently. → Highlight contributions to boost morale. 💡 Leaders: Set up monthly awards or shout-outs to honor standout work. 7/ Work-Life Balance: Value Their Well-Being → Offer flexible schedules and wellness programs. → Prioritize mental health to prevent burnout. 💡 Leaders: Encourage time off and model healthy work habits. 8/ Inclusive Culture: Make Everyone Feel Seen → Foster belonging through diversity and inclusion efforts. → Ensure all voices are heard and valued. 💡 Leaders: Host team discussions to address biases and build trust. 9/ Autonomy and Trust: Let Them Own Their Work → Empower employees to make decisions and innovate. → Provide resources to support their ideas. 💡 Leaders: Delegate meaningful projects to show confidence in their abilities. Educating employees to grow while valuing them to stay creates a culture of trust and excellence. Start leveraging these strategies to build a workforce that’s empowered to leave but inspired to stay. Share your thoughts in the comments below! _________________________ ♻️ Repost if your network needs these reminders. Follow Carolyn Healey for more real-world leadership insights.

𝗧𝗵𝗲 𝗜𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝗰𝗲 𝗼𝗳 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗶𝗻 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗥𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 🚀 Worried about your top talent walking out the door? Let's face it, employees are more likely to leave if they feel their growth and development are stagnant. This isn’t just a minor hiccup; it’s a serious issue that can disrupt your business operations and hit your bottom line hard. 📌 Ignoring this problem can lead to high turnover rates, which are both costly and disruptive. The constant cycle of hiring and training new employees can drain resources and negatively impact team morale and productivity. Here’s how you can turn things around and retain your valuable employees: 🎯 Offer Robust Learning and Development (L&D) Opportunities: Demonstrate your commitment to employee growth and career development. Key Strategies for Effective L&D: 1️⃣ Personalized Development Plans: - Work with employees to create individualized development plans that align with their career aspirations and the company’s goals. - Regularly review and adjust these plans to ensure they remain relevant and impactful. 2️⃣ Continuous Learning Culture: - Foster an environment where learning is encouraged and accessible. - Provide access to online courses, workshops, seminars, and other learning resources. 3️⃣ Leadership Development Programs: - Invest in programs that prepare employees for leadership roles. - Focus on enhancing skills such as decision-making, strategic thinking, and people management. 4️⃣ Mentorship and Coaching: - Pair employees with mentors who can guide them through their career journey. - Offer coaching sessions to address specific skill gaps and professional challenges. 5️⃣ Recognition and Rewards: - Acknowledge and reward employees who actively engage in L&D activities. - Create a culture of recognition where learning achievements are celebrated. 6️⃣ Clear Career Pathing: - Help employees map out their career paths within the organization. - Provide opportunities for lateral moves, promotions, and cross-departmental projects to broaden their experience and skills. 7️⃣ Feedback and Evaluation: - Implement regular feedback mechanisms to assess the effectiveness of L&D programs. - Use employee feedback to continuously improve and tailor your offerings. Don’t let your best employees slip away. Invest in their growth, and they’ll invest in your company. 💡 Got any tips or experiences with successful L&D programs? Share them in the comments below! #LearningAndDevelopment #EmployeeRetention #CareerGrowth #HRStrategies #EmployeeEngagement #ProfessionalDevelopmen

Career development discussions with direct reports on your Marketing Team shouldn't happen just once a year. Many companies have annual evaluation processes that incorporate both a look back at each employee's accomplishments in the preceding fiscal year and a look ahead to career goals in the coming year. But I would argue that a once-a-year look at your employees' career challenges and aspirations isn't often enough. When I worked at Northwestern Mutual, Patrick Stone had a best practice of setting a monthly meeting with each of his direct reports that focused around career development. I saw the wisdom of that and have since adopted it with my team members as well. Those team members I've had since I adopted this practice have universally appreciated having the conversation with me each month. Here are some tips on making these conversations successful that I gleaned from Patrick as well as some that I have compiled based on my own experience: -- Frame your Career Development discussions around annual Goals and Objectives: If your company's culture encourages the development of company, department, team, and individual Goals and Objectives (Gs & Os) each year, then be sure that you have created a set of Gs and Os for your team as a whole and yourself that support your department's and company's annual Gs and Os. Then, work with each individual direct report in having them create their annual Gs & Os. These will provide a backdrop for your monthly Career Development discussions with each team member. -- Schedule these Career Development discussions with each direct report every month: At the beginning of each calendar year, make sure you schedule a Career Development discussion with each direct report each month. These meetings typically can be 30 minutes. If you find that you need a longer amount of time any given month, you can either lengthen it for that month or schedule an additional discussion for that month. -- Make sure the conversation is focused on the employee and listen carefully: Begin the conversation by asking how the employee is doing and how they feel their role is going. Listen closely to how they answer. You also may have heard them say things or seen them do things since your last monthly Career Development conversation that may have tipped you off to how they're feeling or doing. Evaluate their response to your questions and ask deeper questions if needed. Make sure that your employee knows that they can share openly their feelings, frustrations, or excitement with their role but help them understand that you care about them and their development. -- Discuss progress on annual Gs & Os as needed: While you may already get a sense of your employee's progress on their annual Gs & Os through other, more tactical discussions with them, ask them how they are progressing. What other ideas do you have for regular career development discussions with your direct reports?

“If you want talent, invest in growing that talent.” -Robert (Bob) Sharp Candidates want to be a part of teams that are doing important work and feel valued by their employers. How do you show that you care about your employees? 1. Open Communication Encourage open and honest communication by actively listening to your employees. This means taking the time to understand their concerns, suggestions, and feedback. Regularly scheduled one-on-one meetings can provide a platform for employees to voice their ideas and issues. 2. Provide Opportunities for Growth Invest in your employees' professional development by offering training programs, workshops, or tuition reimbursement for further education. Providing opportunities for advancement demonstrates that you value their growth and are committed to their long-term success. 3. Recognize and Reward Achievements Acknowledge and celebrate the hard work and accomplishments of your employees. This can be done through formal recognition programs or informal gestures such as a personal note or a shoutout during a team meeting. Reward systems such as bonuses or gift cards can also be effective. 4. Foster a Positive Work Environment Create a workplace that is inclusive, supportive, and respectful. Encourage teamwork and collaboration and address any workplace conflicts promptly and fairly. Ensuring a healthy work-life balance is also important, allowing employees to recharge and perform at their best. 5. Offer Flexible Work Arrangements Consider implementing flexible work schedules or remote work options to accommodate the varying needs of your employees. This flexibility can improve job satisfaction and work-life balance, showing you trust and respect their ability to manage their responsibilities. 6. Support Employee Well-Being Show concern for your employees' physical and mental health by promoting wellness programs, providing health benefits, and encouraging regular breaks. Initiatives like mindfulness sessions, gym memberships, or mental health days can make a significant impact. 7. Solicit and Act on Feedback Regularly ask for feedback and suggestions from your team on how to improve the workplace. More importantly, act on this feedback to demonstrate that you value their input and are committed to making positive changes. 8. Build Strong Relationships Take the time to get to know your employees on a personal level. Understanding their interests, strengths, and challenges can help build stronger relationships and a more cohesive team. Personal interactions, team-building activities, and social events can foster a sense of community.

If your employee isn't developing, it might be your fault. Here's the simple tool high development companies use to build up their people. It's not enough to simply tell an employee "get better at XYZ." Just like employees need support and structure to hit their performance goals, they also need support to hit their developmental goals. You need a Developmental Container. This includes 3 things: 1. Agreement, between you and the employee, about what they must develop, what success looks like, and by when. 2. Ownership: the employee must create their own plan to develop themselves to that standard, and run it by you for approval. 3. Commitment to accountability: You must talk with your employee, holding them accountable to their plan, with the same level of rigor you would for any performance goal. The best companies don't become so by accident. They intentionally build up their people along the way. If you want your employees to develop, recognize that that's part of your job, too. #leadership #management #entrepreneurship