3 things every great manager does for their team

Hiring TipsEmployer Branding

Performance management

Feedback

Employee Training Programs

What sounds like jargon from the HR industry is one of the most powerful tools that talent and HR experts have at their disposal today. While you might think that these terms would scare off job seekers, the opposite effect takes place. In fact, the core task is to ensure that not only does the workforce function optimally, but also that there is good morale within the company. According to a survey, 66% of employed adults would accept a pay cut of 20% or more in order to be happy at work. In this sense, maintaining career development programs and the opportunity for shared growth quickly become two of the most sought-after benefits for employees.

In practice, 70% of candidates choose companies where the entire benefits package - learning opportunities, growth potential, culture, etc. - is right for them, and thus do not pay attention to the thicker paychecks. This should be music to the ears of all employers. These programs not only attract good programmers and IT specialists, but also help keep great talent.

Don't get too fancy - start small

A survey may be conducted as a first step--data are needed in order to plan the precise methodology. Feedback from people is necessary to understand how they might make progress; however, this also suggests that there is no universal solution. In order to find an appropriate approach, another method may be chosen--for example, small iterations which assess and analyze their process for any errors. By taking this stepwise approach, it may be possible to develop gradually without having to change all company processes at once.

Establish rituals

To be successful, the first task is to define rituals that contribute to stabilization. Hold weekly one-on-one conversations between individual contributors and their managers to promote consistent communication. The higher the frequency of such conversations, the easier it will be to build transparency. A structure must be provided to scale a highly personalized process - but do not forget that this process is also one: personal and human. Trying to overdevelop the process could actually have the opposite effect than what you originally intended.

Build a feedback culture

The biggest challenge is creating a performance management program that establishes a feedback culture in your company. This environment helps employees and managers alike understand the impact of their work on the company every day, thus promoting productivity and appreciation.

Performance management programs reach their full potential when employees feel "empowered to take control of their own career development."

When it comes to career development, feedback is not just a word made up of a few letters - it is much more than that. It is a vital tool.