You want to create a work environment that fosters employee growth. How can you do it?

Imagine an office where experienced employees help newer ones succeed, and everyone shares their ideas freely. The management not only listens to these ideas but also puts them into action. It's a place where learning and growing are encouraged, with regular training and mentorship. And when someone does something great, it's celebrated! Work is appreciated here, with rewards like Employee of the Month given for outstanding performance. In conclusion, to create a work environment that fosters employee growth, we can encourage learning, support teamwork and idea-sharing, recognize achievements, and provide mentorship opportunities.

You need to build a culture of trust and get employees the opportunity to try out things and learn from others. I believe that cross gropu collaboration is another important key to support employees in their growth. In addition to that another great best practice from my side is to find the right mentors internally and externally that can support and help the employee along his/her journey!

Lead by Example: As leaders, it's crucial to lead by example and demonstrate a commitment to continuous learning and growth. Show our own dedication to personal and professional development, and encourage our team to do the same.

Un environnement de travail se traduit selon moi par 2facteurs clés: 1. L'espace de travail 2. L'état d'esprit, autant du leader que la culture d'entreprise Pour créer un espace de travail sain et favorable, il est nécessaire de prendre en considération le secteur du travail, les profils de l'équipe ainsi que la typographie du lieu. Aujourd'hui, il est nécessaire de créer des zones pour le travail collaboratif et pour le travail individuel. Ces deux besoins impliquent des typologies d'espace et d'équipement totalement différents. Concernant l'état d'esprit, il est nécessaire d'être un exemple en implémentant au mieux dans son entreprise les services que l'on propose à ses clients, ce qui reste encore assez exceptionnel pour être relevé!

Dafür nutze ich Pers?nlichkeitsentwicklung mit PAM - Prozess - Ablauf - Mensch Mit dem Werkzeug erzeuge ich die Phantaise. KWPE - Gemeinsam auf den Gipfel

La retroalimentación y reconocimientos son cosas que viajan en 2 vias; pues esta es una manera efectiva de ejercer supervisión y generar empatia o ayudar a la autoestima del equipo, pues al sentirse motivados por los resultados de sus avances, el equipo por lo general experimenta satisfacción por cumplir con su razon de ser, y ademas el supervisor esta al corriente no solo de los avances de la tarea, sino que ademas se entera de las motivaciones de cada colaborador; por lo tanto, podra alinear las veces que sea posible, los intereses de la empresa y del trabajador, en una suerte de calibración permanente de metas de ambos. Esta es una formula poderosa y efectiva siempre.

Provide Ongoing Feedback and Support: Foster a culture of continuous feedback and support by regularly checking in with employees to discuss their progress, provide constructive feedback, and offer guidance on areas for improvement. Encourage managers to engage in open and honest conversations with their team members, recognizing achievements and addressing any challenges that may arise.

Can’t stress this issue enough. This point should be as important as the vision of the company. If neglected, you will lose valuable employees but in addition you wont be able to identify, correct or improve employees with difficulties or struggles. A round of employees feedback talks should be held at least once a year. Create a list with general areas of performance and let the employees also fill it out in advance so they understand the areas which you wish to focus on. The department head or boss should also fill it out in advance as well as make additional notes or questions for the employees. The expectations of the feedback talk must be made clear from the beginning on both sides.

El feedback es básico para nuestra vida diaria, así podemos saber si vamos caminando en dirección correcta o no hemos desviado. La retroalimentación siempre tiene que ser daba con parámetros de mejorar a la otra persona, de sacar lo mejor en un futuro de servir de guía en su vida laboral o por que no en su vida personal. Tiene que ser una retroalimentación auténtica y velando siempre por un ambiente de respeto mutuo.

Al facilitar la formacion de los colaboradores, no solo se los entrena en cosas que seran de utilidad para la empresa en el corto plazo sino que ademas se contribuye a su motivacion, identificacion y fidelidad con la marca. No hacer esto ademas es sabido que conlleva a un alto costo para la empresa, sino a corto plazo en el largo plazo. Otros efectos positivos colaterales, son sin duda la proteccion contra las rotaciones no programadas o rotación que implica de pronto la fuga de talentos, que como consecuencia puede acarrear.

Offer Learning and Development Opportunities: Invest in learning and development programs that cater to employees' professional growth needs. This could include workshops, seminars, online courses, mentorship programs, and cross-functional training opportunities. By providing access to resources that enhance skills and knowledge, employees feel valued and empowered to advance in their careers.

Für eine unterstützende Kultur ist aus meiner Sicht das Thema der psychologischen Sicherheit ausschlaggebend. Indem ich als Mitarbeiterin in meinem Team das Empfinden habe, auch unangenehme Wahrheiten aussprechen, Fehler eingestehen, Verletzlichkeit und Unsicherheiten zeigen zu k?nnen, fühle ich mich sicher und bin offener für eine vertrauensvolle Zusammenarbeit.

Encourage Cross-Functional Collaboration: Provide opportunities for employees to work on projects or teams outside of their usual department or role. This exposure to different perspectives and skill sets can broaden their understanding and facilitate professional growth.

Promote Collaboration and Knowledge Sharing: Encourage collaboration and knowledge sharing among team members by creating opportunities for them to work together on projects, share best practices, and learn from each other's experiences. This not only fosters a sense of camaraderie but also accelerates learning and skill development through peer-to-peer interactions.

4 Schritte der Produktionsentwicklung: + Kennenlernen & und Ballast abwerfen + Weg in die Zukunft festlegen + Phantasien wahr werden lassen + Erwartungen übertreffen Die Methode baut auf dem Rubikon-Modell auf. Das besiegen des eigenen Schweinehundes schaffen wir mit einem "Frühjahrsputz." Jede Person hat andere ?ngste und N?te, deswegen ist es wichtig, frühzeitig die inneren Konflikte an denen die Person anstehen k?nnte zu beseitigen. ?ngste nehmen und die Phantasie f?rdern. Die 3 Bedürfnisse & 1 Hemmnis helfen den Mitarbeitenden und Führungskr?fte in der Ver?nderung. KWPE - Gemeinsam auf den Gipfel Auf ihren Erfolg mit einfachen Mitteln.

Zu diesem Punkt ist aus meiner Sicht auch das Thema "Transparenz" ein sehr wichtiger Faktor, um eine offene und vertrauensvolle Kultur zu schaffen. Indem ich Kolleg*innen meine Entscheidungen transparent aufzeige und diese in die Entscheidungsfindung mit einbeziehe, erh?ht sich das Verst?ndnis zu gewissen Entscheidungen. Zudem wird den Mitarbeiter*innen automatisch mehr Verantwortung zugetragen.

Empower your employees by providing them with opportunities for growth but also supporting them in that growth through either additional training and development, coaching, mentorship and even placing them in situations that challenge them enough to grow and not stifled. It's about stirring up their curiosity and maintaining the momentum of that ambition.

Promote Autonomy and Ownership: Empower employees to take ownership of their work and make decisions. Allow them to explore new ideas, experiment with different approaches, and learn from their experiences. Open to listening and brainstorming ideas together.

Ich helfe den Mitarbeitern und Führungskr?ften den Rucksack abzunehmen. Dabei hilft mir 3 Bedürfnisse und 1 Hemmnis von Produktionsmitarbeitern: + Bedürfnis 1: Jobsicherheit + Bedürfnis 2:Lohnsicherheit + Bedürfnis 3:Freizeit gestalten - Hemmnis: Die Führungskraft Die Mitarbeitenden ben?tigen, die Sicherheit bei ihren Bedürfnissen. Der Führungskraft Sicherheit geben und die "Leichen entsorgen" lassen, Machtverlust ist keine Option. KWPE - Gemeinsam auf den Gipfel

Wichtig ist hierbei, im Team passende Rahmenbedingungen zu schaffen. Mitarbeiter*innen sollten von der Führungskraft und den Teamkolleg*innen unterstützt werden, ihre Komfortzone zu verlassen, indem es z.B. m?glich ist, eigene Ideen einzubringen, neue Projekte zu gestalten und regelm??iges Feedback zu erhalten.

To empower employees effectively. It's crucial to foster a culture of trust and transparency, where the opinions and contributions of each team member are valued. It involves creating spaces for open communication and the exchange of ideas, as well as providing constructive feedback on a regular basis. In addition, leaders must recognize and develop the potential of their employees, providing them with opportunities for growth and professional development. Create training programs, assign challenging projects, and delegate responsibilities that allow them to take greater control over their work. By investing in the growth of your employees, you strengthen the organization's internal talent, sense of belonging, and commitment.

In my experience, leaders underestimate the impact of integrated workplace design on the resulting culture and employee experience. Ergonomics, processes, ways of working, client experience, and other essential pillars all contribute to how productive employees are. Since learning and growth is one of the primary drivers of employee experience and culture; workplace design must foster this holistically. Archaic processes, poor ergonomics and layout, disagreeable facilities, policies which are constrictive or minimalistic tend to stifle the desire for workplace learning and growth. Leaders must listen for feedback which may indicate contradictory experiences.

I completely agree with Donata. Leading by example is key. Demonstrating a Growth mindset, getting involved in learning and development. Also not having double standards, e.g., my team need this development but not me I’m too senior.

Building a environment of growth is a bit like building a product. You need to listen to your customer. In this case you need to listen to your employees. Ask them what they want. The needs may also differ based on job pillars, experience and location. Be open to cater for diverse needs.

Lead by Example: Demonstrate a commitment to learning and growth as a leader within the organization. Share your own experiences with learning and development and encourage others to do the same.

One of the most important aspects of creating enhanced productivity and employees wellbeing is the workplace design. Research proves that integrating nature into the built environment can enhance wellbeing by 15%. Consider adding plants and natural materials to your office design. The most professional way to do it is designing according to the Biophilic Design method based on integrating 15 patterns of natural design in your office. There are interior designers that are experts in that field and can help. But even adding several plants or using natural materials in the design can help to improve employee wellbeing.