- October 3, 2008
- 0 Comments
Five Tips for Building the Best Place to Work and Grow
There’s no better feeling than having just watched one of those whoa-what-the-heck-just-happened episodes of “Lost.” OK, maybe there are a lot better feelings than that (I just need to get out more). But when it comes to actually being lost, not much feels worse. Especially when you’ve got your spouse and two young kids in tow in an unfamiliar downtown area after making a wrong turn and can’t find your way back onto the interstate–yep, just like the Griswold family in National Lampoon’s Vacation, except my experience was in Birmingham (and we kept our hubcaps).
One of the worst parts of being lost is when you think you know where you’re going and you hit a dead end. When you’re driving, you can at least back up, consult a map, or (if you’re not a man) stop and ask someone for directions. But with your career, that’s not always an option.
No employee wants to be in a dead-end job–in fact, even The Police recorded a song of that title decrying these positions before landing their big record deal (I’d link to it, but the lyrics are rather, um… explicit). Yet many find themselves spinning their wheels and years away with no hope for furthering their careers. Some believe that individuals make their own destiny when it comes to career paths, but there are two parts to the equation: progress cannot be made without an intentional effort from employers as well.
Building the best place to work must mean constructing something beyond departments, operating systems, and perks–considerable efforts to build the careers of employees are a requirement as well. As consumer activist and perennial presidential candidate Ralph Nader explains, “I start with the premise that the function of leadership is to produce more leaders, not more followers.” A company that follows a similar path with its workforce signals its consideration of employees as strong assets worth investing in for the future. It also sets the next generation of leaders in motion to make the best place to work even better in the future.
So, that being said, consider these tips for creating trajectory for your employees:
Be a Buddy
To make the most out of a new hire, providing guidance and direction to get them acclimated quickly with corporate philosophies and systems is imperative. Standard orientation programs are not enough. New employees do not just want to be familiar with their new employer; they want to know how to best succeed right away. Have a coach or mentor work alongside them for the first few initial weeks to show them the ropes, and establish Employee Onboarding. At the United Way of San Diego, new hires experience a 90-day orientation program with a mentor to learn the ins and outs of their new roles, while also contributing to camaraderie and productivity.
Encourage Education
The best employees always consider themselves learners, no matter how high up the corporate ladder they climb. The best places to work recognize this and provide opportunities for continuing education, whether it’s an undergraduate or higher-level degree that focuses on the company’s industry or the employee’s role. Technology-based, not-for-profit research organization The MITRE Corporation encourages employees to pursue higher learning by offering up to $20,000 in annual tuition reimbursement.
Allow Latitude
Micromanagement does little to build for the future. But offering latitude and empowerment in decision-making allows employees to grow and learn from successes and failures. While you’ll want to avoid delegating decisions that could potentially be catastrophic, offer significant opportunities. A recent study conducted by Microsoft Corporation found that the more a company empowered employees in decision-making, the more likely the company was to better perform financially and competitively.
Groom for the Future
Employers should look at workplace training as an investment, not an expense, in grooming rising stars for promotions. Likewise, employees desire a workplace that allows for a fast-track up the corporate ladder. The best places to work pair those elements to benefit both in an effective and viable way, fostering growth, development and advancement. ViaSat Inc. in Carlsbad, Calif. offers training and education programs for employees looking to take on more responsibility in management and supervisory positions, paving the way to take those next steps in their career.
Open the Lines
Communication is the key in any relationship. The best places to work understand that keeping open-lines allows for feedback (good or bad) and transparency in decision-making, fosters a sense of trust, and creates a positive work environment. As business expert Peter Drucker explains, “Employees will only complain or make suggestions three times on the average without a response. After that they conclude that if they don’t keep quiet they will be thought to be troublemakers or that management doesn’t care.” Cisco Systems CEO John Chambers utilizes a blog, titled “On My Mind,” which solicits employee feedback and ideas.
How are you launching your employees (and your company) forward in these regards?
- Have a response? Join the discussion.
- Categories: Building a Best Place to Work, Employee Attraction, Employee Engagement, Employee Retention, Employer Advice
Loading ...