As a manager, you know you need to think about your team members’ careers and help them develop professionally. But are you challenging yourself to go beyond the standard resources your company offers and provide customized coaching and support to each employee?
Why a One-Size-Fits-All Approach to Employee Development Doesn’t Work
Here’s what to do instead.
March 05, 2019
Summary.
Exceptional bosses don’t leave it to HR to create career progression programs for their team members. They personalize their coaching, support, and teaching efforts. They don’t just track the big learning opportunities granted to their employees. They also understand the nuances of how people are growing week by week and month by month and adjust their actions accordingly. Managing each report in this way might sound daunting or downright impossible. But it’s easier than you think, if you follow five steps: organize key information about each employee into a spreadsheet, consult and update it weekly, do a deeper dive every three months, discuss it regularly with team members and consult it when writing performance evaluations.
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Learn how to help your employees become the best they can be.
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New!
HBR Learning
Coaching Course
Accelerate your career with Harvard ManageMentor®. HBR Learning’s online leadership training helps you hone your skills with courses like Coaching. Earn badges to share on LinkedIn and your resume. Access more than 40 courses trusted by Fortune 500 companies.
Learn how to help your employees become the best they can be.