How can you improve employee engagement through professional development collaboration?

I personally feel that, Employee Engagement is continuous process with multiple initiatives like Fun, Sports, Culture, Games, Contests, Quiz, Food Festivals and Surprise Rewards and recognition. There are many employees proactively participate each and every initiative and they love it and enjoy and they also appreciate on the same and however some of them feel that its HR Calendar activity. When employees participate actively, Employee engagement will be successful and definitely create great work culture

Employee Engagement is one of the biggest success pillars of HR operations. My thoughts are : 1. When you incubate fresh ideas from Shop Floor level, happiness is assured. 2 if it comes from HR Team , one has to drive it with passion and commitment . 3. Credit should be given to Project Leader. 4. TOP Leadership visibility during such functions. 5. Spontaneous celebration of small little things goes a long way.

The approach that one fits all is no longer valid while taking in consideration development plans for our employees. Having an individual approach with a plan tailored and most importantly agreed to by an employee is a crucial part of success. Our part as a leaders is to not only help with providing the guidance, but also make the employees to self-reflect as the drive for improvement has to come from the employee himself to have a full buy-in to the plan. All followed by adaptive coaching sessions where we have to remember that nothing stays constant and we have to be sure to leave all the biases behind the door and approach our employees with a clear head.

Improving employee engagement through professional development collaboration can have a significant impact on employee satisfaction, productivity, and overall growth. Here are some strategies that can help: Encourage continuous learning Collaborative goal-setting Cross-functional projects Mentoring and coaching Recognition and rewards Create a supportive culture Regular feedback and evaluation By implementing these strategies, organizations can create a collaborative learning environment that not only enhances employees' skills and knowledge but also increases their engagement and overall satisfaction.

Learning and development programs are unique in that they benefit both the organisation and the employees. The organisation gets employees who are equipped to function maximally in their roles and the employees get support to achieve their career goals. An organisation willing to invest in upskilling and reskilling their employees to match contemporary workplace demands would produce employees who see the organisation as a partner to their individual progress. They would be committed to such an organisation.

We do this at my company and it bring people together in many ways. Not only do they learn professional skills from one another, but they also form personal bonds and friendships. Employee engagement goes beyond parties, coworking spaces, meetings and activities. Learning drives engagement! As an employee levels up in their career, they naturally become more engaged and invested

Looking at lowering turnover is a major metric for TA leaders, and employee engagement is something we all know will increase retention. Sadly, often little is done from leadership to properly manage this issue. Professional development collaboration is important for employee engagement because it enhances skills, builds relationships, promotes shared learning and problem-solving, increases job satisfaction, and fosters continuous learning & growth. Collaboration especially encourages a culture of continuous learning and growth within an organization. And when employees feel supported in their development, they are more likely to be engaged in their work...helping them stay motivated, thereby reducing the risk of stagnation and burnout.

ENGAGED EMPLOYEE TO BRING IMPACT Professional development is about the role you will play within an ecosystem. Ecosystem will consist of cross profession people who will interact and collaborate through project deliveries. Engaged employees will be respected when they bring significant positive impact to the business, through their expertise. Otherwise, profesional development tend to accomplish expertise progression. Otherwise, employee engagement tend to achieve retention.

One key factor is to build structured, achievable plans. Benefits are countless: - Employee can see a clear path, measure progression, and the company's true will to help. - Manager is gaining a new skill and can use it for himself/herself Another thing I look for is to identify which skills the employee needs/wants to develop and look how it can be done in his/her current role. Again there are several benefits in it: - The employee will use these examples in future interviews as concrete examples of how the skill is mastered - The engagement in the current position increased because the employee does it for his/her own benefit as much as for the company

Improving employee engagement through professional development collaboration can be achieved by fostering a culture of continuous learning and teamwork. Encourage cross-departmental training sessions where employees can share expertise and learn from one another. Implement mentorship programs pairing seasoned employees with newer ones to promote knowledge transfer. Offer opportunities for staff to attend conferences or online courses together, creating a shared learning experience. Recognize achievements and contributions in collaborative projects to validate efforts and inspire ongoing participation. These strategies not only enhance skills but also build a sense of community and belonging, which is critical for engagement.

Nowadays, professional development might have to be individualized and personalized to a certain degree. There appears to be less interest in a one-size-fits-all development path, although it’s always good to have it available. The mere availability of one could already speak so much about how organizations care for this aspect. As leaders, we need to spend more time with our teams to know what truly are their goals and motivations. That will then become the baseline of how your development efforts should look like. Programs and activities are normally instituted as a “standard practice,” but in order for employees to truly benefit from them, it must fit into their aspirations and goals.

COLLABORATIVE PROJECT I found collaborative projects for innovation or continuous improvement are great way to accelerate the agenda of growing together. Aspiration of employees development will become a company cost burden when no such return for the company. Therefore, I open the learning & development aspiration with question : what problem do you want to solve, through your development plan? Since learning is a combination of knowledge, skill, and willingness to implement into practices, then a real project, especially cross function one, will be a win-win approach that will improve employee engagement.

The best peer-to-peer learning can be achieved if people with similar responsibilities build communities of practices where they can learn from each other what works best and what does not. Also, it gives room to discuss open questions where one needs sparing from their peers. I recommend having these community meetings at least once a month. What I like most about these communities is, that they build networks and improve communication flows. Quite naturally people will start to reach out to one another when they want a different opinion or need help.

Easier said than done, AI writing tool. Cultivating a feedback culture alone can be an immense undertaking for an organization. While I agree to share strategy, goals, and expectations of the team be open to building alignment between that and those of another group. For example, if one of your goals is tied to a strategy that involves creating a feedback culture, you need to start with buy-in. Gaining buy-in across the organization is going to be pivotal for a cultural change. This could start with the top down or, a bit more complicated, bottom-up approach. In sum, there are many ways to collaborate and share your vision but you need to be mindful of your audience.

Professional development collaboration could be implemented in some of the following ways: 1. Help employees build meaning IDP’s(Individual Development Plans), which marry an individuals aspirations to the company objectives. 2. Skill sharing workshops-To broaden skill sets, it is best to work with functions/ departments and foster collaboration through knowledge sharing sessions. 3. Extend invitations to the Senior Leadership to see if they are happy to mentor or coach the high potential employees within the company 4. Hold focus groups and run a feedback survey to understand what is the next level of training they would want and create those opportunities. This collaboration ensures that programs stay relevant and effective.

ORGANIZATION CAPABILITY Collaborative professional development could be deluvered through cross function projects to solve organization's problems and challenges. It will accelerate the aspiration of growing together, both employees and employer. Organization cohesiveness is the outcome after the result - with its upside and downside along project duration. Organization cohesiveness will become one of the strength of the company that not easy to copy or imitate. Employees will become organization citizens, stay for much longer term, minimize talent attrition rate. This is a proven people & organization strategy I delivered.

It can increase creativity and improve problem solving, especially when bringing together different functions of the organisation. It is cheap, it is fun, and brings life to the organisation. For example creating a community of practice around skills or competencies that are applied in different contexts or by different teams. Or inviting a representative of a different team to meet yours for a “skills twinning” session (and send someone to them to share another skill in return). You could even consider collaborating with partners or customers for this to increase systemic thinking and manage your talent long term. If your organisation is small, encourage colleagues to move where you can stay in touch and still work with them.

Professional development collaboration is key to improved productivity and performance, cultivating a continuous culture of learning and development, employees will tend to be more creative and innovative and this also promotes knowledge sharing and fosters a strong and positive company culture. This translates in to a skilled workforce, much more engaged teams, employee retention, bringing fresh ideas and perspectives to the table and helps the organization attract top talent!

Além de aumentar a criatividade e o nível de sinergia da equipe, um ambiente colaborativo tende a apresentar um maior nível de seguran?a psicológica para a equipe, fator muito importante ao considerar o quando a saúde mental das pessoas é intrínseca a qualidade do ambiente de trabalho que ocupa. Amy Edmonson, pesquisadora do tema tem muito a acrescentar e nos dá exemplo de como um ambiente de trabalho só é verdadeiramente colaborativo se houver seguran?a psicológica. Ou seja, se os colaboradores sentem-se seguros em emitir o seu ponto de vista sem sofrer represálias ou diminuídos devido nível de hierarquia. Uma equipe colaborativa, é mais capaz de escutar ativamente e tratar os seus problemas de forma madura quando necessário.

Professional development collaboration benefits performance management by improving team skills, productivity, and problem-solving abilities. It aligns individual growth with organizational goals, increasing employee engagement and retention. Enhanced quality, adaptability, and data-driven decision-making result from collaborative learning. Additionally, leadership development within the organization is fostered, contributing to overall improved performance.

It’s very important to bring people together for various learning interventions either online or in person. Also important to have business impact live projects as learning opportunities for cross-functional, cross-country colleagues to share their perspectives on a regular basis. An environment of engaging employees through professional development can also mean sending them for external conferences pertaining to their domain. We need to strive to create a holistic experience.

Consider customizing development, tracking performance metrics, providing continuous feedback, ensuring inclusivity, and implementing a long-term strategy. Assess ROI, recognize contributions, leverage technology, ensure accessibility, and comply with legal and compliance requirements for effective professional development collaboration and performance management.

Excellent .. Simon and March considered participation merely a.device which can be used to expand the influence of management to freely participate in making of decision process and it can be expand the influence of lower echolon . But participation is more then a.device and its whole life for some organization . Participation - involvement-commitment When it become a emotional and mental involvement rather to mascular activity , it shows results in shape of wholeness of the organization. It help to get the creativity of the people and easy to implement the decisions.