What is one Conscious Capitalism employee development idea you’ve implemented to help support your company’s growth?
To help businesses with employee development ideas for expansion based on Conscious Capitalism principles, we asked Conscious Capitalism business professionals and leaders this question for their insights. From starting with values alignment to keeping a questioning and improvement mindset, there are several ways to develop your employees for growth.
Here are 10 Conscious Capitalism employee development ideas for company growth:
- Start With Values Alignment
- Ask Employees How They Want to Grow
- Diversify Employee Training
- Nurture an Effective Internship Program
- Keep a Questioning and Improvement Mindset
- Focus on Employee Growth
- Offer Resource Funds
- Ask Top Performers to Share Their Knowledge
- Create Close Connections
- Learn to Express Values Directly and Indirectly
Start With Values Alignment
I have been working on developing a thoroughly conscious process for finding, hiring, onboarding, and managing employees. I start with a values-based alignment. Then, I consider competency considerations and develop a culture around it all.
Curran Walia, Conscio Marketing
Ask Employees How They Want to Grow
Enable employees to take ownership of their own career development by co-creating a development process for them. It is a win-win for the employee and the company.
Bob Ruotolo, Quantum Performance Institute
Diversify Employee Training
Cross-training is the process of assigning tasks and responsibilities other than those that have been given to you. Its goal is to develop an entire team’s skills so that they learn the fundamentals of the industry.
It is also advantageous since it leverages internal resources rather than outsourcing. Additionally, the diversity of talents helps in the career growth of employees.
Managers can use technology to take cross-training to the next level. Cross-training has several advantages, including a higher return on investment, improved collaboration, increased employee motivation, and improved workforce sustainability.
Ryan Shallenberger, SEKISUI
Nurture an Effective Internship Program
Employee development programs can start with an effective internship program. Some of our most successful employees have started at our agency as interns. Establishing an internship program helps establish a strong foundation both in the career of an employee and overall as a company. Rather than jump into employee development for existing employees, it may be smart to strategize and plan development for future employees as well.
Brett Farmiloe, Markitors
Keep a Questioning and Improvement Mindset
In my analytics consultancy, I encourage independence in choosing the toolset and routes that lead to the solution. Although the accumulated know-how is available to the employees, they always approach it critically.
As technology and customer challenges change, it’s worth it to never stop asking how things can be done better and faster. It not only helps the employees develop critical thinking abilities but also keeps the firm up-to-date with tech and analytics solutions.
Michael Sena, SENACEA
Focus on Employee Growth
I am constantly working with my employees on their growth path and making sure they stay on track. My responsibility as a manager is to lead and coach my team and provide the tools and opportunities to help them reach their goals.
I provide my team with resources for growth (i.e., webinars, articles, etc.) that can help with their specific career goals. Another project I’m working on is finding a specific certification they can earn that correlates to their position and providing additional compensation for the certification.
Shelbey Grimes, Trinity Air Medical
Offer Resource Funds
Our full-time employees have unlimited book-buying credit. I grew up as a constant reader, and even now, many of the best practices I learn and apply in business are from books. I believe that many employees can benefit from this process, too — so I provide a budget for it. I guess it might sound scary to have an “unlimited” book budget, but in practice, no one has ever gone over $100 per month, and the average is lower than that.
Melissa Kelly, The Virtual Team Building Company
Ask Top Performers to Share Their Knowledge
Employees hate to be in a rut. Worse, if they don’t ‘grow their muscles,’ they’ll be a lot more willing to lose steam and ultimately look for greener pastures. To counterbalance it and improve your retention rates, spend every ounce of your energy to help employees grow professionally.
To do it, ask top performers to share their knowledge and dish out their wisdom. Your front-runners can run mini-workshops every other week, and HR can encourage others to call in.
Another option is to provide staff with mentorship opportunities. We believe that it’s one of the great ways to get employees up-to-speed at a breakneck pace.
Magda Klimkiewicz, Zety
Create Close Connections
We’ve fostered an environment in which regular one-on-one meetings are the norm. They aren’t meant to be a performance evaluation each time; instead, they’re meant to open space for dialogue, allowing employees to voice hiccups, concerns, or potential issues that we can nip in the bud sooner rather than later.
This also creates an atmosphere in which employees and managers have better relationships. We’ve noticed that team collaboration and problem-solving become much easier as a result of these close connections.
Nicholas Vasiliou, BioHealth Nutrition
Learn to Express Values Directly and Indirectly
Conscious Capitalism recognizes that businesses have responsibilities beyond just making money and that these businesses benefit people and communities more. Employees seek more than just a paycheck; they seek meaning.
It’s a fascinating method, but it’s also backed up by other evidence. People are more engaged when they work for a company that shares their values. The first step toward Conscious Capitalism is establishing your organization’s principles and figuring out how to express them verbally and nonverbally.
Edward Mellett, Wikijob