Each time an employer begins the hiring process there’s an element of trust involved. The employer is trusting the potential candidate will show how their skills can be an asset to the company. On the opposite side of the desk, the job candidate is trusting an employer will accurately represent the work to be done and the needed skills to make it a success.
The First 60-90 Days
The first three months of a job are often viewed as a honeymoon period where both the employer and new employee put forth their best efforts for the collective good. During this time, both parties are also conducting their own evaluations as to how the other party is holding up their side of the arrangement. One distinction that’s often forgotten during the critical first months is clarifying the growth and development process at the company.
A Failure to Plan for the Future
The desire for a growth path with an employer is an aspiration for many new employees, particularly those who are just entering the work force. This growth may be in the form of mentoring, coaching and continued training. Unfortunately, many companies only pay lip service to development planning. Instead of looking at development as a company endeavor, too many get caught up in the day-to-day fire drills of daily operations and the feeling there’s no time for long-term planning.
Growth Plans to Set your Company Apart
Career Growth – Employees of all tenure look to know where they stand with a company. Those who are assets to the company are the same people who want to advance within the organization with more responsibilities, better titles, and increased respect from their peers. This is an opportunity to provide them a place to grow.
Financial Growth – It’s often thought salary is the most important aspect of whether an employee stays or goes in a job, but in actuality, financial growth often comes second to development planning for most employees.
Personal Growth – Any company looking to improve employee morale knows the importance of building a work environment with flexible work options, peer respect, and work-life balance. Allowing employees to perform the tasks related to their job in their own way is another great way to build confidence and allow an individual to take the job duties to the next level.
Professional Growth – The benefits of gaining new skills and broadening knowledge are intangible but they can create significant results for a company that invests in their employees. Seeing progress is motivating in ways that can turn into far more than improved ROI on paper.
Set the Standard for Growth
Each company has the opportunity to set its own path for growth success. If this is something new for your company, start slow and look for ways to build value into the growth endeavor. Efforts must be genuine in order to build productivity and engagement for the long-term. Avoid making growth something that’s corporate mandated or you might suck the life out of the initiative before it even begins. Start small and ask your employees what they are looking for. If you don’t, there is a good chance they will go looking for it elsewhere.
As a top Kansas City recruiting firm since 1988, Austin Nichols Technical Search has served clients in a variety of fields. Austin Nichols specializes in direct hire and contract recruiting for manufacturing, construction, engineering, and technical positions.
