Most times people think the manager’s role is to supervise and take punitive action when an employee is not delivering as expected but that is not the case. In fact, managers can play an active role in their employees’ career development. A recent study done in Singapore shows that at least 4 in 10 managers interviewed ‘strongly agree’ that managers should actively promote learning and development of employees at work while at least 33 per cent of the employees interviewed also believed so. The manager’s job is not to send panic waves into the room when they walk in. It is a bad sign when managers become a source of fear or panic at work, it affects the growth and confidence of employees. Experts say managers play a key role in many aspects of an employee’s career and can singlehandedly ensure that an employee moves from one stop to another. It is also possible that some managers don’t know how to go about it and they resort to calling shots instead of building a team based on the unique abilities of each employee. Below are some tips that can help managers to help their employee’s career development. Handle each employee individually In the world of work, there is no one-size-fits-all approach. Not even in the military or police where they operate on one code. A one-size-fits-all approach may not be the best for everyone, when it comes to implementing a learning programme at the workplace. Assess each employee based on their abilities, preferences, diversity, and flexibility in the way they learn, managers can continue to deliver learning that benefits the employee as well as the organisation. Build on the abilities of each one of them and that will immensely help them grow. Communicate openly and effectively Most times managers avoid talking directly to their employees and only talk to them when the need arises. That creates a gap in your relationship. It is important to create open communication channel and a safe environment for feedback. Open communication can go a long way in building trust and understanding between managers and their teams. On the same note, by conducting regular skills reviews with employees, in the right environment to spot and close gaps, managers are then able to foster a growth and learning mind-set. It is key for managers to create a nurturing space that encourages employees to speak up, discuss challenges, and raise questions. Take note of soft skills As a manager, you can help your employees grow by identifying the soft skills they have and encouraging them. Experts say pure technical skills are not enough to thrive in today’s world. One needs more human skills such as empathy, strong communication, adaptability, and collaborative skills among others. Today soft skills have become even more important for people in the digital age, as these skills allow employees to form deeper connections and build trust in their organisation. Managers should make it a point to offer employees opportunities to expand their skill sets and knowledge in order to go forward in their career, and not remain stagnant with their current skills and abilities. Train managers to lead by example As a top manager, you have a responsibility to nurture the managers below you to also grow in rank. In order for employees to thrive with the right training programmes, managers need to be equipped with skills on managing and coaching their employees, so as to have the emotional intelligence to look after their employees’ wellbeing. Send them off to learn on the job A manager has a responsibility of looking out for opportunities to travel, attend meetings, study tours and other opportunities that can help employees to span their wings beyond the workplace. Such opportunities do not only lead to exposure, they create confidence and trust, if employees feel they can represent an organisation. This will motivate them and help them to grow in their career.
