Check it out what you will find on this article about people enablement:
- How to Help Executives See the Potential among HR Representatives
- Show Employees HR professionals will Support their Development
- Key People Enablement Strategies to Boost Employee Development at Your Company
- The Four Steps Needed for Creating a High-Performance Team
- The Connector Manager and Employee Development
- Why Runrun.it Project Management Software is Key for Employee Development
The human resources (HR) department may be underused among companies worldwide. Employees often think of human resources professionals as those in charge of payroll and responsible for the first round of interviews as well as workers providing hiring assistance and handling contracts. Executives and upper management tend to leave human resource professionals behind and do not include them in innovative decision-making, according to an article from Entrepreneur. However, by incorporating a principle of people enablement, HR representatives can gain a seat at the table and work directly with executives to take on a business decision-making role.
People enablement is a process in which a team or company work to develop individual employees. Essentially, this approach includes utilizing technology, content, and various processes to give employees more ownership and help teams quickly develop and improve. The HR department is responsible for fostering growth among employees, which means they are essential for helping boost profits and the growth of a company.
With the use of people enablement, businesses can better empower their employees to explore new roles, learn new skills, and gain the experience needed to boost company growth. Below are the key strategies that company leaders will need to follow in order to effectively apply the people enablement approach at their workplace.
How to Help Executives See the Potential among HR Representatives
Executives need to begin seeing the true potential of human resources professionals. Many people still see the HR department as solely having an administrative function. However, the corporate world is constantly changing and HR representatives are essential for helping retain talent throughout a company especially when a talent shortage is expected to increase greatly over the next decade.
In a changing economy where automation and artificial intelligence is expected to take over many jobs, employees will need to constantly update their skills and learn new processes, which means upper management and executives need to begin taking a people-first approach and embrace people enablement.
In order to help executives see the potential of HR representatives, it is vital to emphasize the benefits of a people-first approach such as a more productive and engaged workforce. The HR department will need to be given more free reign to support the workers at their company.
HR representatives can be responsible for much more than setting up interviews or handling payroll. It is beneficial for HR professionals to conduct training sessions for managers, choose new technologies for different teams, create new processes for project management, and come up with innovative recruitment ideas.
Now that executives and upper management have seen the benefits that HR professionals can provide, more empowered human resources departments will be able to support employees in their career development.
Show Employees HR professionals will Support their Development
Once the HR department gains more responsibilities and free reign to take on a stronger role within the company, employees should be able to change their view on how these professionals will function within their team. Essentially, managers and team leaders will need to show workers that HR representatives will be partnering with them and supporting them in their career development.
It is important for managers to understand that employees are likely to stay longer with a company and their productivity will increase if the HR department can help foster their talent and develop an environment where workers will prosper. Workers will see their own career grow as they work with HR professionals to boost their productivity and partake in the people enablement approach.
When HR representatives are given a seat in the boardroom, they learn more about the company’s priorities and financial interests, which will help them provide better input on business decisions. Additionally, the use of people analytics technology has given the HR professional greater opportunity to analyze talent, foster growth, and even support engagement through surveys. This type of technology helps HR professionals support employee development as well as measure and show positive change across their workplace.
Key People Enablement Strategies to Boost Employee Development at Your Company
If you are looking to drive your company toward employee development with the help of people enablement strategies, the following steps are needed.
- Give your employees more power in company decision-making.
- Ask your employees for more input on assignments and projects.
- Allow workers to choose their own system for meeting weekly or monthly goals and completing assignments.
- Emphasize your company’s mission to engage your workers and boost their development.
- Have managers partner together based on who they best work with.
By following these steps, your company will be more likely to have greater productivity and a more engaged workforce where employee development is promoted. One of the major reasons why managers should focus on people enablement strategies and work to develop employees’ careers is to create a high-performance team. This will boost productivity and efficiency across a company while generating greater profits for the organization.
So how do you create a high-performance team? If you’re looking to develop a high-performance team, follow the four steps outlined below.
The Four Steps Needed for Creating a High-Performance Team
The four key ways to develop employees who are high performing include:
- creating the right team composition
- being attentive to the dynamics of a team
- motivating and inspiring your team
- ensuring your employees trust you
When attempting to build the right team composition, it is beneficial to create a small team without too many voices. With a smaller team, it is simpler to make business decisions in a quicker way.
Making decisions faster and more effectively usually comes from fewer voices taking part. In smaller teams, everyone’s voices can be heard and incorporated in business decisions. This will also make planning easier as well as simplify task delegation. Essentially, when creating the team composition, ten or fewer members will ensure greater effectiveness.
When focusing on team dynamics, shaping the character of your team members will make or break the results you can expect. To boost team dynamics, ensure that all employees you’re working with understand the goals of the department or company and that they are inspired to achieve the team objectives.
In addition, for better team dynamics, each team member needs to share the same vision for achieving company goals. As a manager or team leader, your job will be to ensure employees interact with each other and have strong communication skills. This will lead to better results. Additionally, your team must be encouraged to take risks and come up with more innovative ideas in order to garner better outcomes.
To motivate and inspire your team, you’ll need to create more energy and enthusiasm for completing their projects and garnering the best results. You’ll need to keep track of the amount of motivation your team has every step of the way. When team members are inspired, they are more motivated to accomplish their goals and commit to their projects. One way to inspire your team is to encourage them whenever they fail and attempt to find new ways to accomplish their objectives.
Lastly, it is vital to ensure your team members trust you if you want to create a high-performance team. To build trust, you’ll need to develop positive relationships between the employees and yourself as well as work toward increasing the technical skills and knowledge among your staff.
By improving their skills and increasing their expertise, your team will trust themselves more in terms of effectively completing their assignments. To build trust, you’ll also need to be consistent in your communications and actions while keeping any promises made.
By following these four steps, you’ll be much closer to achieving a high-performance team. The last focus in people enablement strategies and employee development is to consider the type of manager that will be most beneficial in garnering high-performing workers. In terms of employee development, the connector manager type was found to boost employee engagement the most.
The Connector Manager and Employee Development
The connector manager is considered to be a realist and understands that going beyond one’s scope does not provide much value. This type of manager will only provide his or her own feedback when he or she believes it will be helpful. When it comes to issues beyond their own expertise, connector managers will find the right authority figure to help their employees.
The connector manager is thought to be most effective in employee development due to a 2019 human resources survey that found connector managers increase employee engagement by as much as 40 percent when compared to other types of managers.
In addition, connector managers tend to ask the right questions of their employees and guide their workers toward the best solutions. Connector managers tend to have a large network of professionals that they tap into when they need to garner the best results.
“It’s important to consider the work environment we’re operating in today, which is rapidly shifting to the point where managers themselves may not possess the emerging skills their teams require,” Sari Wilde, Research Leader in Gartner’s HR Practice and co-author of The Connector Manager: Why Some Leaders Build Exceptional Talent And Others Don’t, told Forbes.
“Faced with this dilemma, we see ‘Always-On’ and ‘Teacher managers’ tending towards providing more direct guidance and advice even when they lack expertise. They’re trying to help their teams stay focused and grounded, but can unintentionally steer them off-course,” Wilde continued. “In the same situation, we see ‘Cheerleaders’ backing off entirely. ‘Connectors’ take a third course, recognizing when they may not be best positioned to provide coaching and leveraging the highly-skilled employees on their teams and in their organizations to round out each other’s coaching and development.”
The connector manager can also work to link their team members with the right tools and technology to boost project management and productivity.
Why Runrun.it Project Management Software is Key for Employee Development
You’ll find that the right project management software will steer your people enablement and employee development strategies. Runrun.it project management software has significant benefits such as improving team communications, generating greater transparency between team members, and motivating your workers to complete their tasks on time and to the best of their ability.
Your workflow will also be more streamlined and face fewer bottlenecks with the help of Runrun.it project management software. To see if this tool will be beneficial for your team, click here for a free 14-day trial.
