The company can come up with informal activities, where the employees engage in informal activities out of a busy office work (Garmise 2006, p.147). For example, team building activities, bonding sessions and fin based competitions can be used to help employees realize their skills in areas like personality, customer care and communication and develop strategies for personal development to improve on the areas of weaknesses. The informal setups can also be an exposure to new experiences that open up their minds to better things in life. The activities include seminars and trips. In the informal activities, they can meet with different people and make new contacts; that facilitates personal development.
The company can also organize a mentorship program. In this program, the employees can be mentored in different aspects of the organisation. The company through the mentorship program come up with the job rotation schedule (Wang & King 2009, p.219). Mentorship enhances the ability of the employee to perform different tasks. Although the specialization is an important factor in the organisation, the employees will only develop and be able to perform the different task through the job rotation schedule (Saks, Haccoun & Belcourt 2010, p. 214). They are also able to create and maintain contacts with people from the other department; facilitating personal development. The program can also help employees know how to empower themselves. For example, they will know where to get the best books and reading materials for motivation self empowerment.
The company can also implement a monthly learn launch program. During the program, the company can buy sandwiches and pizza for the employees. During the program, you can also invite a person to share about different issues that will facilitate personal development. Besides that, one person from the team can also share some of the information regarding development (Baker 2009, p.311).
During the decision making or implementation process, the management should be free with the employees and ask for their opinions and ideas about it. Give them the assurance that their ideas count by implementing some of their suggestions. Additionally, praise the employees and show them appreciation once they do something new and important. This will encourage them to come up with more innovations hence facilitating their personal development (Hemphill & Haines 2003, p.173).
The management should not wait for the annual meeting to voice out what they have observed. They should take their time and thank the employees face to face (Dransfield 2004, p.89). If an employee has done a mistake, face them and tell them. This will cause them always to focus on the best, hence enhancing their personal development. Lack or inappropriate feedback makes people feel that they are not progressing. The feedback mechanism can also be used on evaluation system. Self evaluation forms can be used to help employees develop. For instance, each employee can be given the form and asked carry out self appraisal, consider the personal strengths, skills and tasks enjoyed, then consider the areas of pride and ego, before suggesting how to improve on them.
There is the need to offer some unique benefits to the employees that facilitate their personal development. The company can offer their employees with health coverage. The employees need to be assured that their income is protected (Galinsky, Bond & Friedman 2003, p.315). The company can also introduce total rewards to reward the employees for their good job apart from the monthly salary. For example, a cash reward on employees who have put more efforts to realize certain personal development progress can be initiated. This will encourage them to carry put their work effectively hence enhancing personal development planning. This gives a clear picture to the employees of what they want to achieve in life.
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