Need 6 Strategies to Promote the Growth of Your Employees?
作为经理，知道自己招进来的新人实力强，感觉再也找不到比他更好的员工了，是不是会觉得特高兴呢？相反，要是招的人感觉特别糟糕，根本没有解决任何问题，反而感觉还拉了整个部门的后腿，那简直就是个灾难。招到好的人希望他能长期待下去，而招到不好的人恨不得马上把他赶走，而现实情况是：不好的员工总是会招到，好员工呆不了多长就离开了，这真是个伤脑筋的问题，不过，好在这二种情况都有解决办法--一些策略来让员工（不管是好的还是坏的）在职业和个人二方面提升，解决难题，来看看都是哪些策略吧！
One of the best things ever as a manager is when you hire someone new who is awesome. Your new hire jumps right in and solves problems, builds relationships, thinks up new ideas. In short, you couldn't hope for a better employee.On the other hand, one of the worst things is when you hire someone new who is terrible. Your new hire can't handle the workload, complains about everything and drags the whole department down. This is a hiring fail. Since most of you aren't experts at hiring, when you hit the jackpot with the perfect hire, you want to keep that person firmly in your department. When you get a bad egg, you want to force the employee out at the soonest opportunity. What tends to happen is that the bad employee sticks around forever and the good one moves on in a couple years. 6 Strategies to Provide Opportunities for People to Grow Fortunately, you can attack both of these problems by providing opportunities for your employees -good and bad - to grow professionally and personally. Here's how. Don't take advantage of a hard worker. It's so tempting to just keep piling the work on Jane because you know she'll do it and do it well. As a result, though, Jane ends up with no time to learn new skills and improve her relationships outside of work. She's just busy doing all of the work all of the time. Instead, carefully consider your assignments and make sure you're not accidentally punishing Jane by giving her all of the horrible tasks just because you know she'll do them. Give her the hard tasks, yes, but not the hard tasks because they are tedious tasks, but the tasks where she'll stretch and grow. Make it clear when you assign things that you are there to help and that you realize this is a stretch for her. Hard and capable workers thrive on this type of thing. Don't give in to the bad worker. When you know Jane will do it without a second thought, why give the task to Holly? Well, because you hired her and it's your job as the boss to help her succeed. So, assign her tasks or projects and then work with her to make sure she accomplishes them. Consider that your employee does a bad job because she doesn't know how to do a good job. If you teach her, there's a good chance she'll develop and grow into a good employee. Provide formal mentoring. Everyone needs a mentor - good and bad performers alike. Your good performer can move to the next level with the help of a good mentor. Your bad employee can get up to speed with some clear guidance. Sometimes, you can provide formal mentoring with an assigned mentor and sometimes you can provide mentoring through a program. Either way works, and what is best depends on your company's needs and the individual employee's personality. Reward good performance. One of the worst things you can do with a good employee is ignore their successes. You don't want Jane to move on to a new job because you're left high and dry, so you don't praise (publicly or privately) and you don't suggest stretch assignments. Try to do away with that thinking. Instead, figure out how Jane's continued success can allow you to grow as well. As she grows and develops, she can take on higher level tasks, freeing you for stretch assignments in your own career. And what about Holly, the poor performer? It's extra critical that she see rewards for successes, no matter how small. When she sees what she's capable of doing well, she'll be inclined to keep trying for additional success. She'll start to grow and may become a valuable member of the team. Don't forget personal growth. Yes, you're main goal as an employer is the success of your business or department, but if your employees aren't feeling growth personally, they won't care as much about your bottom line. Make sure you allow your employees time for themselves - to become what and who they want to become. A true leader makes sure her employees are progressing in their careers and in their lives. This is always a primary responsibility - right next to meeting financial goals. It's what differentiates you from an ordinary boss. Characteristics of a Successful Leadership Style Much is written about what makes successful leaders. I will focus on the characteristics, traits and actions that, I believe, are key. Secrets of Leadership Success Choose to lead. Be the person others choose to follow. Provide vision for the future. Provide inspiration. Make other people feel important and appreciated. Live your values. Behave ethically. Leaders set the pace through your expectations and example. Establish an environment of continuous improvement. Provide opportunities for people to grow, both personally and professionally. Care and act with compassion. 来源： http://humanresources.about.com/od/leadership/fl/6-strategies-promote-employee-growth.htm 管理新知 您可能感兴趣的文章 Creating Employment Buzz 2011-09-07 李开复：我在苹果、Google和微软学会的8件事 2015-12-10 HR如何敏锐捕捉战略、业务和组织的变化？| 演讲实录 2017-03-10 最近文章 嫖娼被抓不属无故旷工，公司解雇赔4万！（法院判决） 2018年01月15日 如何判断你是否具有HRBP胜任力？
2018年01月15日 阿里为什么不去清华招人？
2018年01月15日 因利益冲突，Facebook COO和Twitter CEO退出迪士尼董事会 2018年01月15日 沪调整城乡居民养老保险有关标准 24日前可就近办理 2018年01月13日 热门文章 嫖娼被抓不属无故旷工，公司解雇赔4万！（法院判决） 2018年01月15日 如何判断你是否具有HRBP胜任力？
2018年01月15日 阿里为什么不去清华招人？
2018年01月15日 2017年度职场出差行程调查，出差最多的居然是他们！！
2018年01月12日 员工在自己QQ空间评论HR经理吃屎，可辞退他吗？
2018年01月11日 扫一扫 加微信【已隐去】 关于沙龙 顾问委员 广告推广 隐私安全 联系我们 申请vip会员 支付方式 市场合作或广告投放 电话：【电话已隐去】 邮件：【邮箱已隐去】 在线QQ【已隐去】 VIP会员 企业VIP会员 机构VIP会员 广告刊例 商务合作 Follow HRSalon