Ihr Team fühlt sich in seiner beruflichen Entwicklung unterbewertet. Wie können Sie effektiv auf ihr Feedback eingehen?

It’s very normal for an employee to feel undervalued in absence of having a formal growth plan and review process. Growth is a shared responsibility between the manager and the employee where manager plays the part of being a mentor providing regular feedback, and opportunities. While the employee should take ownership of its own growth plan, career ambitions, proactively seeking feedback from not only the manager but also other stakeholders. Normally by having the above the expectations can be better managed

1. Hold team meetings and listen to their concerns. Show that you understand where they're coming from. 2. Figure out the root causes of their worries. Are they not getting enough challenges? Not getting enough feedback? Feeling like they don't have any career options? 3. Come up with solutions to address these concerns. This could include things like creating personalized development plans, providing training and mentorship, or giving them opportunities to work on cross-functional projects. 4. Make sure to implement these solutions and communicate them to your team. Give them regular feedback, hold performance reviews, and have workshops on career development. Also, make sure to post internal job openings.

Eu criaria um espaço seguro para conversas abertas, incentivando a transparência. Analisaria as preocupações e trabalharia com a equipe para desenvolver um plano de crescimento personalizado, incluindo capacitação e mentorias. Além disso, promoveria uma cultura de reconhecimento, celebrando conquistas para reforçar a valorização dos membros. O objetivo é abordar preocupações imediatas e criar um ambiente de trabalho mais motivador.

It’s very important to first career map where your employees want to go in their career. You can do this by having one on one conversations, asking clarifying questions and by sharing what the job description is of the position they are interested in. This should be an ongoing conversation throughout the year and not just when the employee asks or at their end of the year review. After you talk to them and their career path is mapped out, then create a development plan. Set up trainings to help support their development. By investing in their career, you are investing in your employee and creating an atmosphere where they feel valued.

1. Recognize each others success and achievements, even those outside the job. A tight group is more in tune with each others accomplishments and they become more visible. 2. Listening to the concerns and understanding where they want to progress. Nothing is as demotivating as working on something that doesn't serve or inspire you. Find opportunities for everyone to shine and grow, following their interests and passions. 3. Share exciting opportunities that are available around you - you never know who might be interested and seeing such commitment to growth in indirect fields will boost morale and engagement.