{"id":1928,"date":"2015-04-07T10:29:50","date_gmt":"2015-04-07T10:29:50","guid":{"rendered":"http:\/\/www.instantoffices.com\/blog\/?p=1928"},"modified":"2017-02-17T08:35:51","modified_gmt":"2017-02-17T08:35:51","slug":"tips-experts-facilitating-employee-company-skills-development","status":"publish","type":"post","link":"https:\/\/www.instantoffices.com\/blog\/business-growth\/tips-experts-facilitating-employee-company-skills-development\/","title":{"rendered":"Tips from the Experts \u2013 Facilitating Employee and Company Skills Development"},"content":{"rendered":"

In today\u2019s edition of Tips from the Experts, we asked three business professionals to share their top five tips on how to facilitate\u00a0employee and company skills development.<\/span><\/p>\n

 <\/p>\n

Helen Westcott, HR Officer at itec<\/a><\/span><\/em><\/h2>\n

\"helen-westcott<\/p>\n

1. Be Curious<\/strong><\/span><\/p>\n

Taking a genuine interest in your employees and their goals is invaluable in determining what skills can be expanded on. Everyone is good at the things they love, and finding out what each employee actually enjoys doing is solid base on which to build their skills. This approach ensures their buy-in, assures you don\u2019t waste money up-skilling staff members in the wrong field, and encourages the loyalty of these newly skilled staff members because they feel appreciated and understand the value they bring to your business.<\/span><\/p>\n

2.<\/strong>\u00a0Foster Employee Honesty<\/strong><\/span><\/p>\n

If your employees can be honest with you about where they\u2019re falling short or struggling, you are more wisely able to spend your resources on a worthwhile training initiative. Similarly, if employees are unhappy in their particular roles, see room for upward or even lateral moves, and are simultaneously able to be honest with their managers about these factors without fear of negative repercussions, then the organisation benefits from this insight and can implement the most appropriate training interventions as a result.<\/span><\/p>\n

3.\u00a0Utilise Mini Projects<\/strong><\/span><\/p>\n

Once you\u2019ve determined what skills you want to focus on, then utilising small projects in the workplace to either transfer these skills from other employees, or to cement practical use of their recently acquired theoretical knowledge, can really make all the difference. The added responsibility of taking charge in these projects is just icing on the cake for empowering your staff too!<\/span><\/p>\n

4.\u00a0Encourage Mentoring<\/strong><\/span><\/p>\n

Sometimes one of the biggest barriers to skills development can be cost implications. In making the effort to find out what skills your employees possess, you can pair them with training mentors (even in informal ways) to ensure skills transfer to those employees that require development. Succession planning relies heavily on this kind of mentoring \u2013 don\u2019t hope for your employees to stick around forever, you want them to have drive and ambition, you want them to transfer their skills and move upwards.<\/span><\/p>\n

5.\u00a0<\/strong>Embrace Change<\/strong><\/span><\/p>\n

Focus on streamlining, improving quality and continuous improvement. Consult with your staff and get their buy-in through suggestions. Everyone learns new things and your business reaps the rewards. Don\u2019t be fearful of employees moving roles, don\u2019t be afraid of staff moving on – cultivate an environment that embraces these changes and takes them in stride, and you\u2019ll develop a staff complement that is keen to learn and take on new responsibilities.<\/span><\/p>\n

 <\/p>\n

Spencer Lawrence, Lettings Director at Paramount Properties<\/a><\/span><\/em><\/h2>\n

\"Spencer\"<\/p>\n

1. Routinely Ask What Your Team Want\u00a0<\/strong><\/span><\/p>\n

Do they think they could work together better as a team? Do they need to improve their knowledge of a certain area? Perhaps they want to belong to an accredited industry body? Find out what they want and create a training schedule around these needs.<\/span><\/p>\n

2.\u00a0Know Your Employees<\/strong><\/span><\/p>\n

It\u2019s important to always consider the individual and create a place where they can develop their own career. At Paramount we routinely promote from within and across departments, filling gaps and creating new positions for our employees to develop professionally.<\/span><\/p>\n

\u00a03.\u00a0Think Ahead<\/strong><\/span><\/p>\n

Always think about how training and development initiatives will help in the long term as well as the short term.<\/span><\/p>\n

4.<\/strong>\u00a0Be Open<\/strong><\/span><\/p>\n

I think it\u2019s vital to listen to employees. If you create an open culture where people can speak freely you\u2019re able to spot gaps when issues arise, and look for training opportunities that will help bridge those gaps. At Paramount we do this through informal group sessions that bring all the departments together \u2013 without the directors.<\/span><\/p>\n

5.\u00a0Think Out the Box<\/strong><\/span><\/p>\n

Remember there are many different ways to facilitate employee development. It\u2019s easy to identify the obvious gaps, but the magic happens when you broaden the spectrum.<\/span><\/p>\n

 <\/p>\n

Bryn Thompson, Sales Director at Pareto<\/a><\/span><\/em><\/h2>\n

\"Bryn-Thompson\"<\/p>\n

1. Putting in the Effort<\/strong><\/span><\/p>\n

Sales success doesn\u2019t happen by chance, it comes about through expert nurturing, training and development which can be done in your company or through external courses. By investing the time and effort in improving how your sales team performs and their skills, you can take your business to the top.<\/span><\/p>\n

2.<\/strong>\u00a0Boosting Morale<\/strong><\/span><\/p>\n

Every aspect of the sales cycle needs to be enhanced and developed to give your team a defined route to success. Sales development should cover everything from boosting your employee\u2019s confidence to improving conversion rates and customer service skills, which will fundamentally increase sales.<\/span><\/p>\n

3.<\/strong>\u00a0Identifying Gaps and Improving<\/strong><\/span><\/p>\n

Even the most successful sales team will benefit from developing their skills and specialist courses can be a way to benchmark how each sales person is performing individually. From this, you can evaluate if there are any inefficiencies in your team and see how you can improve on them.<\/span><\/p>\n

4.<\/strong>\u00a0Iron Out All Processes<\/strong><\/span><\/p>\n

Sales development is not something that should be done in isolation. You need to establish a firm plan of assessment, evaluation and development from this point in order to ensure the smooth running of your sales company.<\/span><\/p>\n

5.<\/strong>\u00a0Give Back to Your Employees<\/strong><\/span><\/p>\n

You\u2019ll find that your employees truly benefit from support and development, and ultimately see profits rise as a result.<\/span><\/p>\n

\u00a0<\/span><\/p>\n

Thanks to all our contributors for their valuable advice. For more expert tips be sure to follow us on Facebook<\/a> and Twitter<\/a>.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

In today\u2019s edition of Tips from the Experts, we asked three business professionals to share their top five tips on how to facilitate\u00a0employee and company skills development.   Helen Westcott, HR Officer at itec 1. Be Curious Taking a genuine interest in your employees and their goals is invaluable in determining what skills can be expanded on. Everyone is good at the things they love, and finding out what each employee actually enjoys doing is solid base on which to build their skills. This approach ensures their buy-in, assures you don\u2019t waste money up-skilling staff members in the wrong field, and encourages the loyalty of these newly skilled staff members because they feel appreciated and understand the value they bring to your business. 2.\u00a0Foster Employee Honesty If your employees can be honest with you about where they\u2019re falling short or struggling, you are more wisely able to spend your resources on a worthwhile training initiative. Similarly, if employees are unhappy in their particular roles, see room for upward or even lateral moves, and are simultaneously able to be honest with their managers about these factors without fear of negative repercussions, then the organisation benefits from this insight and can implement the most appropriate training interventions as a result. 3.\u00a0Utilise Mini Projects Once you\u2019ve determined what skills you want to focus on, then utilising small projects in the workplace to either transfer these skills from other employees, or to cement practical use of their recently acquired theoretical knowledge, can really make all the difference. The added responsibility of taking charge in these projects is just icing on the cake for empowering your staff too! 4.\u00a0Encourage Mentoring Sometimes one of the biggest barriers to skills development can be cost implications. In making the effort to find out what skills your employees possess, you can pair them with training mentors (even in informal ways) to ensure skills transfer to those employees that require development. Succession planning relies heavily on this kind of mentoring \u2013 don\u2019t hope for your employees to stick around forever, you want them to have drive and ambition, you want them to transfer their skills and move upwards. 5.\u00a0Embrace Change Focus on streamlining, improving quality and continuous improvement. Consult with your staff and get their buy-in through suggestions. Everyone learns new things and your business reaps the rewards. Don\u2019t be fearful of employees moving roles, don\u2019t be afraid of staff moving on – cultivate an environment that embraces these changes and takes them in stride, and you\u2019ll develop a staff complement that is keen to learn and take on new responsibilities.   Spencer Lawrence, Lettings Director at Paramount Properties 1. Routinely Ask What Your Team Want\u00a0 Do they think they could work together better as a team? Do they need to improve their knowledge of a certain area? Perhaps they want to belong to an accredited industry body? Find out what they want and create a training schedule around these needs. 2.\u00a0Know Your Employees It\u2019s important to always consider the individual and create a place where they can develop their own career. At Paramount we routinely promote from within and across departments, filling gaps and creating new positions for our employees to develop professionally. \u00a03.\u00a0Think Ahead Always think about how training and development initiatives will help in the long term as well as the short term. 4.\u00a0Be Open I think it\u2019s vital to listen to employees. If you create an open culture where people can speak freely you\u2019re able to spot gaps when issues arise, and look for training opportunities that will help bridge those gaps. At Paramount we do this through informal group sessions that bring all the departments together \u2013 without the directors. 5.\u00a0Think Out the Box Remember there are many different ways to facilitate employee development. It\u2019s easy to identify the obvious gaps, but the magic happens when you broaden the spectrum.   Bryn Thompson, Sales Director at Pareto 1. Putting in the Effort Sales success doesn\u2019t happen by chance, it comes about through expert nurturing, training and development which can be done in your company or through external courses. By investing the time and effort in improving how your sales team performs and their skills, you can take your business to the top. 2.\u00a0Boosting Morale Every aspect of the sales cycle needs to be enhanced and developed to give your team a defined route to success. Sales development should cover everything from boosting your employee\u2019s confidence to improving conversion rates and customer service skills, which will fundamentally increase sales. 3.\u00a0Identifying Gaps and Improving Even the most successful sales team will benefit from developing their skills and specialist courses can be a way to benchmark how each sales person is performing individually. From this, you can evaluate if there are any inefficiencies in your team and see how you can improve on them. 4.\u00a0Iron Out All Processes Sales development is not something that should be done in isolation. You need to establish a firm plan of assessment, evaluation and development from this point in order to ensure the smooth running of your sales company. 5.\u00a0Give Back to Your Employees You\u2019ll find that your employees truly benefit from support and development, and ultimately see profits rise as a result. \u00a0 Thanks to all our contributors for their valuable advice. For more expert tips be sure to follow us on Facebook and Twitter.<\/p>\n","protected":false},"author":1,"featured_media":8317,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3,217],"tags":[93],"class_list":["post-1928","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-business-growth","category-expert-tips","tag-tips-from-the-experts-2"],"yoast_head":"\nFacilitating Employee & Company Skills Development | Expert Tips - Instant Offices Blog<\/title>\n<meta name=\"description\" content=\"Three business professionals to share their top five tips on how to facilitate employee and company skills development.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.instantoffices.com\/blog\/business-growth\/tips-experts-facilitating-employee-company-skills-development\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Facilitating Employee & Company Skills Development | Expert Tips - 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