2018 NAEPSDP Conference

ROUNDTABLE DESCRIPTION

Finding great employees is difficult, but an even more difficult is to keep great employees engaged.  Employees should be viewed as an investment that needs ongoing training and development.  Although this may be time consuming, employers will end up back at square one in search of the perfect talent time and time again if they don't engage their employees.  A 2013 Gallup Poll found that only 30% of US employees are engaged at work.

Most Universities depend on hardworking managers to keep employees engaged in the workplace.  The problem lies in that a number of managers lack the skills to help their employees achieve success.  Gallup research suggests that only one in ten people have the existing talent to manage.  Some manager's possess boss type skills such as decision making and budget oversight, but those skills don't often translate to finding what motivates each employee and bringing out those qualities.  The good news is most of these talents can be learned and honed.  Therefore it's critical for organizations to have a plan to develop their employees and train their next crop of managers.
 
Participants will receive a hand out with the strategies and discuss which ones are more important and brainstorm new ideas to get employees engaged in their work.  From the boss to the mail person, everyone needs to buy into the organization and see room for progression.    

Participants will learn about the 8 Employee Development Tools:  
1.    Create Individual Development Plans:  Sit down with the employee and discuss individual interests and career goals.  The development plan should provide a roadmap that includes measurable goals and a realistic timeframe for achievement.  
2.    Provide Performance Metrics: Set specific, measurable metrics so an employee understands where they should be or what can realistically achieved. As these metrics are met, raise the bar so there's always progression.
3.    Provide Opportunities Outside of Job Function:  Create opportunities new responsibilities outside their job function. The additional responsibility creates new situations, adds challenges, expands skill sets, and encourages them to think on their feet.  
4.    Constructive Feedback: Feedback doesn't mean criticizing or disapproving. It should be constructive and specific for improvement and development. Feedback should be delivered regularly and tied to the performance or the development plan.
5.    Remove Barriers:  Today's generation of workers are used to change and enjoy open work environments that let them explore. Take the barriers away and watch people flourish.
6.    Professional Network: Help employees access additional contacts that can help them grow. Getting them connected to a network offers a way to get additional support, advice, and information on how to grow professionally and personally.
7.    Outlay Resources: From day one, an employee is an investment that the organization is making and from which it expects a return. To get the most out of employees requires making further investments along the way.
8.    Set the Example: An employee will see the value of the development process when they see their current leadership continue to develop personally and professionally.