Facilitate Personal Development at Work in 7 Steps

According to Gallup's State of the Global Workplace Report, 85% of employees do not aim at personal development at work after getting a job, and following that it does not a surprise that these people are not engaged in workplaces and end up with unsuccessful careers. It is a devastating result that most people do not perform their best in their work. However, as everyone knows motivated employees outperform compared to the ones unmotivated and stopped their self-development.

The undervalued way of increasing employees' awareness is by facilitating their personal development at work. But, many businesses today are mostly focused on monetary purposes. Another Gallup's Meta-Analysis Report shows that the businesses that achieve higher engagement at workplaces are the ones who do not stop to facilitate personal development at work.

Now, let's take a look at the 7 steps for facilitating personal development work.

What are the 7 Steps for Facilitating Personal Development at Workplace?

Leaders take a big role in encouraging employees to personal development. When they see that their leaders care about their development, they will feel belong in the workplace. Naturally, it will increase productivity in their personal and professional life.

Here, you can see the 7 steps to encourage employees.

1. Self-Assessment

Self-awareness is very critical for employees. Unless they do not know their ups and downs, they will not be able to learn which aspect to develop. You can provide your employees with self-assessment at regular times. Then, you can make a plan to facilitate their weaknesses.

2. Provide Personal Development Resources

Help employees develop their skills by reading and examining development resources. Here, you can invest in personal development resources. These resources will greatly help them to analyze personal and professional development at workplaces. Some examples of personal development resources are e-learning modules, and personal and career coaching.

3. Set 60-Day Learning Goals

How does it help you to set 60-day learning goals? Without a certain purpose, it will not be possible to achieve your goal. Encourage employees to have goals to complete in 60 days. You can discuss your goals together. Mention advantages to achieve that goal. Here, you can create these 60-day learning goals by creating a project with Peerbie that we are going to mention.

4. Follow the Development Actively

It is very important to follow employees' personal development at work. It will certainly fail to provide resources, encourage them and then not check their development or listen to their concerns. But, how can you do that? First of all, give priority to one-to-one meetings. Ask them questions, and help with their concerns. Yes, encouraging is vital but do not ignore supporting.

5. Ask Them Questions and Listen

Asking questions and listening to their responses are the greatest ways to show that you care about the employees. After one-to-one meetings spare some time to discuss more flexibly. You can ask them for advice and support with the problems that they are having on the way to developing their skills.

On the other hand, you can learn in which department they feel more engaged and productive. It will take time to change their position but at least you can start to take small steps. In this way, they will feel the motivation to get better and be more productive in their job and get ready for their new position.

6. Go Beyond Formal Procedures

Do not consider personal development at workplaces as a formal regulation. You can be more flexible here to facilitate employees' self-development. For example; you can create an informal group that discusses what they have learned from a movie, a book, or an argument. They can inspire one another in this way. They can also give feedback to one another. It is an informal way but still very effective for them.

7. Create Projects with Employees / PeerBie

Create projects to schedule and assess employees' personal development at workplaces. You can also measure their progress, plan their courses, or the time that they are required to study the resources. Schedule your one-to-one meetings with PeerBie. In a very close to you will see the difference between just ordering them to develop their skills and following their progress in their journey.