Issa Asad Shares 3 Tips for Inspiring Your Employees to Learn
The concept of a job position includes an employee who has the necessary skills and knowledge to do the same job adequately. However, experience shows that new employees rarely have all they need to do a particular job, while at the same time, almost none immediately have the toolset that will allow them to advance into higher positions. Both of these usually develop over time and with the effort of the employer who is willing to provide teaching opportunities and employees who are willing to learn.
“In reality, it is often difficult to get employees to go for the same opportunities, even though a long career means that a person never stops learning,” said Issa Asad Florida entrepreneur and CEO since 1996. Mr. Asad is the CEO of Q Link Wireless and Quadrant Holdings, located in South Florida. He is also the author of 4 e-commerce and marketing e-books that can be purchased on Amazon.
In fact, there is clear evidence that companies that provide tuition or some other education benefits to their employees have lower turnover rates. On the other hand, employees that have been given a chance to learn new skills usually apply these to their old workplace. Simply put, learning on the job is a great opportunity for everyone involved and with this in mind, here are 3 tips for inspiring your employees to learn.
1. Allowing Easy Access to Expertise
If you are an employer or a manager of a particular team, your job is to make any form of education easily applicable to the schedule of the employees. Everyone in the modern workforce has to constantly balance the demands at home and at work. This is why anyone who wants to keep their team members in the learning mindset should make sure that their access to expert teachers is as simple as possible. For example, a company might provide their employees with a yearly batch of free tutoring classes for them or their family members. This is a way how they and their loved ones can learn both useful skills related to their jobs, but also those which are connected to their personal passions like crafts and arts. In any case, the same employees and their families will get a chance to grow as individuals and they will undoubtedly feel a greater connection to the company that provided them with this.
2. Specific and Focused Development Opportunities
Often, professionals will pursue development opportunities that are way too general to be useful to anyone. When this occurs, the people who are in the same classes will become uninspired, mainly because they are being taught the things they already know. This is why team-specific and detailed professional development, which is more time-intensive usually provides a lot better results. A great way to apply this specific and focused development is to use a method of meaning performances. With it, employees in your company could be helped out in the domain in which they scored poorly during previous measurements. This way, the same employees will be given a challenge and an opportunity to overcome their limitations.
3. Sharing Personal Growth and Supporting the Growth of Others
The ability to learn is directly connected with the ability to admit that you do not know something. Only this way can you get a chance to improve your personal business-related performances. But, in reality, this does not happen often because employees are fearful that their lack of skill or knowledge will be seen as weakness. To break this cycle of mistrust, the employers and employees should be encouraged to share knowledge, covering equally things they learned recently and those that are still unknown to them. Gradually, the same shared mindset leads to the establishment of a supportive environment in which everyone will be inclined to learn additional skills.
By providing easy access to training opportunities, personalizing and focusing professional development and fostering a setting where learning is supported, you can make sure that your employees are more than eager to learn new skills.