Creating a Dynamic Workforce Through Employee Development

Cover photo by Felix Dubois-Robert on Unsplash

We all want to unlock the potential of our workforce to achieve great things. Developing people with both the skills, mindsets, and abilities as well as resilience and openness to change is the conduit to get us there.  Let's explore evidence-driven solutions for developing strong performers.

Why is a dynamic workforce important?

We wrote last year that we are likely in the midst of a permacrisis. In short, this is a period of often dizzying uncertainty and change. Change is constant. Consider the following short list of influences causing disruption across industries:

• Artificial intelligence and all its effects on the employee experience, business, and daily life
• Economic instability: inflation, supply chain disruption, greater concern over financial uncertainty
• Greater awareness and attention are drawn to social challenges and calls for systemic change (ranging from return-to-office debates and greater unionization in the workplace to calls for social justice globally).
• National and global conflicts and events from the pandemic to wars, and even an uptick and greater concern about severe weather and climate change

Change is constant and ignites our sense of urgency. At a recent conference I attended with learning and development leaders, most shared that 'innovation' was an ever-present imperative set forth by their fellow c-level leaders. But for innovation and resilience to happen we need a workforce that can quickly respond to change. This dynamic workforce not only attracts top talent but also retains it by having a passion for growth and development. In practice, this means providing continuous feedback, support, and opportunity.

Creating such an organization starts with culture and continually seeking to understand and meet the diverse needs of their employees. How well are we doing in building that culture globally?

• While the highest on record, data from the Association of Training and Development shows only about two-thirds of employees are satisfied with their work and employer. Satisfaction, at its core, is how well we're meeting employee needs. It's tough to proactively respond to and weather change when you're struggling to have your needs met.
• One of the biggest opportunities to raise that number is training and development. Less than half of the workforce is satisfied with their opportunity for career development. Most feel that leaders fall short in delivering meaningful opportunities for learning.
• The lack of focus on meaningful training and growth isn't only an engagement and satisfaction concern. Forty-five percent of the workforce believes a lack of training prevents them from doing the basics of their job effectively.

In short, there's room for seismic improvement around employee development that can prepare us to execute strategically and respond to the change we know (and don't know) is coming.  The question is: how do we make a culture and focus on employee development happen?

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Diversify Development Opportunities

Building a culture of innovation starts with constructing systems that cultivate a broad range of skills and passions. I say passion intentionally. Passion is an energy that compels us to act. Passion moves us from talk to action. It transforms words into results.

What if we diversified development to capture both our strategic needs and opportunities as well as capture the interests and aspirations of those we lead? Consider:

• Job rotation programs and cross-training that give desired opportunities to employees while also building bench strength.
• Projects that bring people together across departments to solve key strategic challenges.
• Specialized training that communicates your cultural beliefs and values while delivering education on key concepts for growth.

For instance, a successful job rotation program at a multinational corporation we worked with allowed employees to gain valuable insights and skills by working in different departments for short periods. Such initiatives not only broadened employee skill sets but also enhanced their understanding of, and commitment to, the organization's operations.

Fostering a Culture of Continuous Learning

A culture of continuous learning encourages employees to constantly evolve their skills and knowledge. There is no shortage of ways to make this happen. It's easy to say you want a culture of continuous learning without having the systems and programs that make it happen. Besides supportive leaders who encourage and direct their teams to ask questions and take risks, there are company-wide ways you can support leadership efforts. These could include:

• Online courses and training that scales, using a mix of company-delivered as well as ready-to-launch platforms,
• Providing access to events that spark learning and growth (like local industry meetings, professional groups, or national conferences),
• And facilitating knowledge-sharing sessions (we've seen organizations hold lunch and learn sessions and book, or even article, clubs to share knowledge and build connections).

If learning isn't the expectation and something employees are ready and willing to achieve this can't happen. With that in mind, what are ways to make continuous learning a reality?

1. Development programs that build self-awareness and discovery with validated assessments: Implementing validated assessments gauges the skills, strengths, and areas for development in your workforce in a way that's data and evidence-based. These assessments, which can include psychometric tests, skill-based evaluations, and personality profiles, provide objective data that can inform personalized development plans. By also assessing core traits required for performance they provide a metric of potential and bench strength. By leveraging scientifically validated tools, you can make informed and confident decisions about how to tailor development programs and where to invest resources. Leaders we've partnered with have used assessments to identify high-potential employees, uncover hidden talent, and connect individual strengths with strategy. Moreover, they offer employees valuable insights into their own strengths and areas for growth, fostering self-awareness. Assessments can also be tailored to connect with your core values. Corvirtus, for example, tailors assessment reports to the cultural and operational language of our clients. When employees understand their unique profiles and how they fit within your values and strategy, they are more likely to engage in targeted learning and development activities that propel their careers forward. In this way, assessments build the groundwork for the dynamic and adaptable workforce we've been talking about. 
2. Engaging in regular training programs: By offering workshops, seminars, and even side-by-side learning opportunities, teams stay up-to-date with their skills. These programs can be customized for specific job roles or encompass broader subjects such as leadership and communication.
3. Providing access to online learning platforms: Granting employees the opportunity to utilize e-learning platforms enables them to learn at their own pace and explore topics of interest. This flexibility encourages continuous learning engagement. Many of our clients provide memberships to portals like LinkedIn Learning, MasterClass, or Coursera. Sharing the cost with employees is another option and establishes shared investment and ownership.
4. Encouraging the pursuit of certifications and advanced degrees: Supporting employees in obtaining certifications or furthering their education can significantly boost their expertise and career growth. Similar to coursework and online learning, organizations can assist through financial aid and flexible work arrangements to facilitate this development.

Building Your Intended Culture Through Mentorship and Coaching 

Mentorship and coaching are powerful tools for employee development and also teaching and building energy around your culture and values. By matching employees with mentors from different departments, and even stages of their careers, organizations we can facilitate cross-functional knowledge sharing and professional growth.

Importantly, as we navigate an older workforce with ever-increasing rates of retirement, intentional programs for mentoring and coaching are imperative for succession planning, bench strength, and knowledge sharing.

A mentorship program at one company we worked with significantly improved employee engagement and career progression. They did this by matching employees with mentors from different departments, but similar overall goals, creating opportunities for employees to gain new perspectives and develop their careers. In fact, the assessments we discussed earlier can help with forming mentorships between people with a mix of complementary strengths and similar values.

Results from mentoring don't just happen by pairing two people together. You might not have to look far to find someone who experienced a mentor or 'buddy' program that fell short. Just as the organization I shared above paired people with similar goals together, mentoring is most effective when there's structure and a shared vision for the relationship.  These programs go beyond just pairing employees with mentors; they encompass a range of strategies aimed at fostering a supportive and collaborative work environment.

In addition to formal mentorship programs, which involve matching employees with experienced mentors for guidance and support, organizations can also leverage the power of peer coaching. Peer coaching encourages employees to coach each other, creating a culture of mutual learning and skill development. This approach not only enhances problem-solving skills but also strengthens relationships among colleagues.

Furthermore, the inclusion of external coaches in mentorship programs equips employees with unique perspectives and specialized expertise that could be hard to find in your company.  Coaches may have expertise in supporting employees at a particular career stage or industry. Professional coaches can offer personalized development plans and unbiased feedback, helping employees navigate challenges and reach their full potential. By bringing in external coaches, organizations can supplement internal resources and offer employees a diverse range of perspectives on their professional growth.

By incorporating a blend of formal mentorship programs, peer coaching initiatives, and external coaching resources, organizations can create a comprehensive development ecosystem that supports employees at every stage of their careers. These diverse approaches not only enhance skill development and problem-solving capabilities but also foster a culture of continuous learning and growth within the workforce.

Supporting Internal Mobility and Recognizing Contributions

Intentionally providing internal mobility allows employees to explore different roles within the organization, which can lead to increased job satisfaction and retention. This can be facilitated by transparent internal job postings and career pathing tools.

Recognizing and rewarding employee contributions is also essential. Whether through formal awards or simple acknowledgments, recognizing employees' efforts fosters a sense of appreciation and motivates them to continue performing at their best.

Innovative strategies to enhance internal mobility and recognition include:

Encouraging internal job postings

Communicating available opportunities to employees not only encourages them to apply but also highlights your investment in their growth. The process of learning about career paths and new roles further embeds the organization within the person's thinking about their career path.  What's more, we know we're grappling with a significant gap in engagement coming from a lack of trust. Transparently communicated opportunities build those bonds. We're showing employees their organization not only values but demonstrates its commitment to their growth, laying the foundation for further engagement. This transparency not only builds trust  but also ensures that employees feel valued and recognized for their potential.

Moreover, providing clear and accessible information about available roles helps employees envision their career trajectory within the company. It allows them to determine the skills and experiences they need to acquire to continue their career progression in ways that allow their passions and goals to flourish. This is where connecting passion to strategy moves us forward. This proactive approach can motivate employees to invest in their own development, knowing that there are real opportunities for advancement.

For instance, organizations can utilize internal job boards, career fairs, and regular internal communications to inform employees about new positions. Additionally, offering workshops or career coaching sessions will help employees better understand how to connect their current roles and passions with future opportunities within the organization.

By fostering an environment where internal mobility is both encouraged and supported, we can drive both our strategy and support a dynamic workforce. Employees are more likely to stay with an organization that demonstrates a commitment to their long-term success and provides clear pathways for advancement. In turn, this creates a more dynamic and adaptable workforce, capable of meeting the evolving needs and unexpected changes we may face.

Establishing talent pools

Creating talent pools for various roles and skill sets enables managers to pinpoint potential candidates for internal opportunities or promotions. This proactive strategy increases the odds you can access the right talent when required from within your team. Talent pools are essentially repositories of employees who have been identified as having the potential to excel in higher or different roles within the organization. By maintaining a dynamic record of these individuals' skills, experiences, and career aspirations, managers can quickly match the right people to the right opportunities as they arise.

Moreover, talent pools foster a sense of career progression and passion among employees, as they are aware that their growth and development are being actively monitored and supported. This awareness can be a significant motivator, driving employees to engage more deeply with their work and pursue continuous learning opportunities. It also ensures that when critical positions need to be filled, the organization does not have to rely solely on external hires, which come with greater time to hire and cost. Instead, you're prepared to draw from a well-prepared internal talent pool, ensuring that transitions are smoother and that institutional knowledge is retained.

Creating and maintaining talent pools involves regular assessments and feedback sessions to update the records with the latest achievements and skills acquired by employees. This process can be further enhanced through mentorship programs, where mentors can provide insights and recommendations on potential career paths for their mentees. Additionally, leveraging technology such as talent management software can streamline the process, making it easier to track employee progress and readiness for new roles.

Ultimately, the creation of talent pools is a strategic initiative that aligns employee development with organizational needs, ensuring that both parties are well-prepared for future challenges and opportunities.

Designing clear career pathways:

Developing well-defined career pathways within the organization assists employees in visualizing the potential directions their careers can take. This clarity motivates individuals to acquire the necessary skills and experience to advance in their careers.

When employees have a clear understanding of the potential routes their careers can follow, they are more likely to engage in targeted professional development. These pathways can be illustrated through detailed career maps, which outline the various roles an employee can aspire to, along with the skills, experiences, and training required for each position. Such transparency not only demystifies the progression process but also empowers employees to take ownership of their career growth.

For example, an organization might create career pathways that show how an entry-level analyst can progress to a senior analyst, then to a team lead, and eventually to a managerial position. Each step along the way would have clearly defined criteria, such as specific certifications, years of experience, or demonstrated competencies. By providing this roadmap, employees can set concrete goals and seek out the necessary resources to achieve them.

Moreover, well-defined career pathways can help to align individual aspirations with organizational needs. When employees know what is required to advance, they are more likely to pursue opportunities that not only benefit their own careers but also contribute to the organization's strategic objectives. This alignment fosters a sense of purpose and direction, enhancing overall job satisfaction and retention.

Organizations can further support career pathway development by offering mentorship programs, professional development workshops, and continuous feedback mechanisms. These initiatives ensure that employees receive the guidance and support they need to navigate their career journeys effectively. Additionally, leveraging technology such as career development platforms can provide employees with personalized recommendations and resources tailored to their specific career goals.

In essence, the creation of clear career pathways is a strategic investment that benefits both employees and the organization. It transforms career development from a nebulous concept into a tangible, actionable plan, thereby driving engagement, enhancing skill development, and fostering a culture of continuous growth and advancement.

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Recognition that Sparks Development and Your Culture

In addition to non-monetary rewards, public acknowledgment, and professional development opportunities, organizations can further enhance their recognition strategies by implementing personalized recognition programs. These programs involve tailoring rewards and acknowledgments to each individual's preferences and achievements, making the recognition more meaningful and impactful.

Personalized recognition can take various forms, such as personalized notes of appreciation, custom gifts that align with the employee's interests, or special recognition events tailored to celebrate specific accomplishments. By acknowledging employees in a personalized way, organizations show that they value and understand each individual's unique contributions, fostering a stronger sense of belonging and motivation within the workforce.

Furthermore, creating a culture of peer recognition can also be a powerful tool in boosting employee morale and engagement. Encouraging employees to recognize and appreciate their colleagues' efforts through peer-to-peer recognition programs can strengthen team dynamics and create a supportive work environment. This not only promotes a sense of camaraderie but also reinforces a culture of appreciation and collaboration among team members.

Ultimately, by expanding recognition strategies to include personalized acknowledgments and peer-to-peer recognition, organizations can create a more inclusive and rewarding work environment that motivates employees to perform at their best and fosters a culture of continuous growth and development.

Building a Culture that Supports and Sparks Growth

Embracing a culture that nurtures growth and development requires a fundamental shift in the way organizations operate. It involves fostering an environment that not only encourages learning but also provides a safe space to make mistakes, and even fail. By prioritizing learning and development, companies can demonstrate their commitment to employee growth through investments in comprehensive training programs and resources that support continuous learning initiatives.

Moreover, creating a culture of psychological safety is crucial in empowering employees to take risks, make mistakes, and learn from them without the fear of negative consequences. When employees feel secure in expressing their ideas, trying out new approaches, and learning from failures, they are more likely to innovate, collaborate, and grow both personally and professionally.

Open and transparent communication plays a pivotal role in shaping a supportive environment for growth and development. By fostering a culture of open dialogue, organizations can ensure that employees feel heard, valued, and included in decision-making processes. Regular feedback mechanisms, constructive conversations, and transparent interactions between employees and management can build trust, enhance collaboration, and support career development without the sole focus on promotions.

In essence, building a culture that truly supports and sparks growth involves a holistic approach that values learning, fosters psychological safety, and promotes open communication. By embracing these key elements, organizations can create a nurturing and empowering environment where employees feel motivated, engaged, and inspired to continuously learn, innovate, and thrive.

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