Identifying potential leaders inyour own team is an important element of effective company development. Employees are already familiar with the specifics of the activity, have a deep understanding of existing processes and do not need adaptation. In addition, employees know the strengths and weaknesses of the company, which gives them the opportunity to make more effective and appropriate decisions aimed at growth . Internal personnel development increases staff motivation and strengthens the organization’s position as an attractive employer.
The most effective formula for developing managers australia email list in a company is to fill open positions in 80% of cases by promoting promising employees up the career ladder and only in 20% of cases by attracting new specialists. This approach ensures the preservation of corporate culture and the transfer of knowledge, as well as the flow of fresh ideas. What steps should a manager take to form a talent pool of talented and outstanding employees?
How to Grow Leaders in a Company
If you are aiming to develop leaders in your team, then first of all you should establish the core values of the company and outline your intentions to make changes to the staff. How to develop leaders in the company? Follow the following algorithm of actions:
-
Develop a system of established agreements. Create a set of rules for the art of loyalty: how to create a loyalty program for your restaurant internal interaction in the organization. They should be easy to perceive and understand. For example, establish an agreement on honesty, keeping promises, punctuality, support and a positive attitude towards current events.
-
Stick to the agreements you have made personally. Admit your mistakes if you have made them, don’t try to hide your humanity and be perfect. We are all human, and it is important that others see that this matters to you.
-
Show appreciation and gratitude when employees stick to agreements, achieve results, etc.
-
Don’t accumulate negative emotions for a long time, but b2c fax immediately express your dissatisfaction to the employee. For example, you don’t need to remain silent if the employee is regularly late for work – it’s better to immediately point out the problem to him in a calm tone.
-
Be specific. When communicating with your subordinates, avoid generalizations such as “you’re always late” or “you never show initiative.” Discuss specific situations as they happen.
