Training can include everything from teaching employees basic reading skills to conducting advanced courses in executive leadership. A lot of training is focused on upgrading and improving an employee’s technical skills. Other popular training areas are developing interpersonal/relationship skills (whether this is to negotiate better with clients or handle conflicts with prickly people), improving problem solving skills and developing skills to enable an employee to step up within the business (as part of a career management of succession plan).
Increases job satisfaction and motivation levels for employees
Improves efficiencies in processes, resulting in increased profitability
Ensures that your business has the capacity to adopt new technologies and methods, ensuring that you remain ahead of your competitors
Increases innovation in strategies, products and/or services
Decreases employee turnover
Enhances your company image and reputation – people will want to work with a business who invests in their employees
Proactively addresses risk management
The more time that’s spent helping a new employee adjust to their new work environment, culture and role, the more likely it is that they’ll become an effective, contributing team member.
While an induction process is usually a mix of generic (about the company expectations) and specific (what the employee is expected to do in their role), the length and nature of it depends on the complexity of the job and the background of the new employee. Pod Consulting creates induction plans to enable your business to quickly utilise the skills and experience of your new employees, while helping them to fit in to your business, the team, the culture and role.
Remember to focus on what is really important in the early days and set a timetable. It will take a while for your new employee to full assimilate all the new information that they are being introduced to in their first days with a new business.
Pod Consulting uses the Jung Type Indicator (JTI) as its psychometric tool for team-building activities. The JTI was developed as a modern alternative to the Myers-Briggs Type Indicator. As well as classifying a person’s ‘type’, depending on scores for each of the type dimensions, it provides a detailed description of each individual.
Prior to our team-building workshop, participating employees complete the JTI assessment and reports are given to each individual at the end of the workshop.
During the workshops, practical activities are undertaken that highlight the differences between the introverts and extraverts, the thinking and feeling types, the sensing and intuitive types, and the judging or perceiving types. As well as being fun and interactive, the process shows the different personality types how to work together in a complementary manner, which positively impacts on relations in the workplace.
Emotional intelligence focuses on a person’s capability to effectively manage their own and others’ emotions. Unlike personality and IQ, which are generally regarded as fixed throughout a person’s life, emotional intelligence can be learned and developed.
Business leaders who are better able to understand and control their emotions are likely to achieve greater workplace performance, results and success – positive effects that will impact on their business, their lives and the lives of those that work within the business.
Pod Consulting works with business leaders to determine their level of emotional intelligence in relation to seven dimensions. This is done through self-assessment and/or 360-degree multi-rater surveys. The results allow us to identify which dimensions require greater attention, and through a series of coaching sessions we achieve both individual results and outcomes that benefit the business as a whole.
Businesses must be cognisant of the fact that while it is easy to teach individuals ‘about’ leadership it is something quite different to teach people ‘how’ to actually lead. Things an organisation should consider are the degree to which personality is a critical element in effectiveness, that individuals may not be able to substantially alter their basic leadership style and even given a perfect match in both these areas it is nearly impossible for any normal human being to assimilate all the variables and be capable of enacting the right behaviours in every situation. When choosing leadership training businesses need to ensure these factors are taken into account to ensure their training dollar is well spent i.e. have they selected the right employees to attend and have they selected the right training provider or course/programme. While the outcome may not produce ‘perfect leaders’ it most definitely will produce ‘better’ leaders.
Research has consistently shown that employees want to work for employers who invest in them. Employees show commitment and loyalty to employers who assist with their career development. Time and time again, money has been shown not to be the dominating factor for remaining with an employer – it is the chance to develop personally and professionally, taking on greater challenges, that holds greater appeal.
Pod Consulting focuses on the strategic business aims and workforce planning to devise career development programmes that support the business and individual employees.
When key employees leave they often take a substantial amount of expertise and knowledge with them. This may result in loss of productivity and ineffective running of normal operations, damage to customer relationships if you cannot service their needs or, worse, your customers follow the exiting employee to their new place of employment because you can’t address their requirements. Considerable time and effort will then be needed to recruit and train new employees.
Every key role within the business should have a succession plan. As well as ensuring effective appraisal processes and career development systems are in place, Pod Consulting helps you to ensure the longevity and sustainability of your business.
Pod Consulting devises appraisal and development plans for each employee and/or area of work. We also provide training for appraisers to ensure an objective and fair process.
If an employee is underperforming, it’s important to determine the reason why. An appropriate action plan can then be introduced to address the problem. Poor performance may be a result of the employee not having the skills required to perform effectively, and training may be the necessary outcome. If motivation is lacking, it’s important to establish different ways to motivate an employee to improve performance.
If poor performance continues, it may be necessary to take disciplinary action or discharge the employee. If this is the case, the process should be fair, objective and with minimal cause for embarrassment for the employee involved.
Performance appraisals and development plans:
How well your business succeeds is largely dependent on the capabilities and motivation of your employees. As an employer, you need to ensure that the working environment is conducive to getting the best out of your employees. Surveys help to elicit vital information.
There are many reasons why businesses are reluctant to conduct employee surveys including management apathy with regards to listening to employees, the fear of what employees really think and the belief that employee surveys create more issues than they could resolve. However, employees will always have concerns and not identifying these just preserves the status quo. Ignoring minor issues means they often become major issues over time and ultimately harder to manage.
Employee surveys will lead to:
Pod Consulting undertakes the following surveys: