Making Personal Development a Part of Your Culture


Posted on April 2nd, by Amanda Andrade in Business and Workplace. 1 Comment

Making Personal Development a Part of Your Culture

Personal development is incredibly important for both employees and employers, yet few take it as seriously as they should. However, by making personal development a part of your office culture, you can create a company staffed with a well-trained, knowledgeable workforce eager to further their career with you. To help you increase your employees’ interest in personal development, consider the following:

Get Involved

One of the best ways for you to get employees interest in training or making personal development a part of your company culture is by taking your own personal development seriously. Attend trainings yourself, and be actively involved in finding your own development events and helping those around you find trainings beneficial to them. Another great way is by acknowledging that others are taking their personal development seriously. Thank employees for attending trainings or point out their accomplishment during the next staff meeting.

Promote Opportunities

While it may seem like a no-brainer, many employers and managers actually overlook marketing their own training opportunities. Don’t just post a flyer on the community board briefly listing any training opportunities. Be sure to send out emails, let employees know about such opportunities during meetings, and also be sure to pull employees aside that you believe would most benefit from such trainings and give them a heads up. The more aware employees are of the trainings available to them, they more inclined they will be to attend them.

Create Cross-Training

Cross-trainings are not only good for your employees, but they are good for your business too. When you have employees that can competently perform other jobs within your business, it makes promoting from within easier, and also makes the need to temp staff during an absence unnecessary. Offer opportunities for cross-trainings in both inter- and intra-department settings so that employees truly feel like they have the ability to move both laterally and upwards in your company.

Keep Opportunities Available

Trainings don’t have to only be off-site or on the employee’s personal time. Remember that while the training may be benefiting your employees professionally, in doing so it is also benefitting the productivity of your company. So provide learning opportunities throughout the office and do so on a regular basis. Create a multimedia library with relevant CDs, DVDs, and workbooks; offer in-office trainings that employees can attend on company time; and bring in guest speakers during lunch hours that employees can glean information from. The more accessible training is the more inclined your employees with be to take advantage of it.

Take Development Seriously

Many employees don’t take advantage of personal development because they often don’t know where to begin. To help employees focus on their strengths and weaknesses and how they can improve upon them, turn regular reviews into development sessions. Don’t just tell them where they can improve. Ask employees to pick out areas in which they would like to improve, and then coach them how to get there. Become a mentor to your employees or find another employee that would be better suited to do so. Also be sure to set timelines together so that employees understand that you take their development seriously.

If you want a motivated and loyal workforce, you need to make it obvious that you are interested and invested in their personal development. Provide them with frequent and adequate opportunities, demonstrate your own eagerness to improve yourself, and offer extra support where needed. Most people are eager to better themselves, especially professionally, but often get overwhelmed and don’t know where to begin. Take the time to develop your staff, and they will be more inclined to work harder and longer for you – which will ultimately, make your company more profitable. It’s a win-win for everyone.

About the author: Amanda Andrade, SPHR, CCP, GRP  is the Chief People Officer for Veterans United Home Loans – Fortune magazine’s 21st best medium workplace and one the fastest growing companies in the United States according to INC magazine. Amanda has led human resource organizations in both public and private sectors, serving employees in diverse work settings, focusing on environment and behavior in the workplace. Connect with Amanda on Google+.

Photo credit: iStockPhoto





One thought on “Making Personal Development a Part of Your Culture

  1. Great post about companies and employees need to spend time on personal development. What most people forget or do not consider is that your personal self shows up at work. So, regardless if you are the CEO, manager or the employee, who you are at home is who you are at work. While there are many companies that support and train upper level management, there is often a disconnect in the value and importance of offering it to all employees. However, for a company to grow and function optimally, it is best for all employees to have the opportunity to grow and implement what they have learned in a supportive environment. A self-actualized employee is a motivated employee because they can see the bigger picture.

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