Encourage problem-solving - Don’t just provide your employees with answers. Challenge them to think critically and find solutions on their own. Encourage them to bring proposed solutions when presenting a problem. Listen to their ideas and provide feedback on each one, explaining why it might or might not work. This not only helps them develop their problem-solving skills, but it also teaches them how to handle the unexpected. True development happens when they learn to navigate challenges without a script.
Give them autonomy - Training teaches people how to follow steps. Development happens when they’re trusted to make decisions and take responsibility. Let them own projects, test ideas and take calculated risks.
Teach adaptability - The best employees aren’t just good at one thing; they’re good at learning. Encourage continuous learning by exposing them to new challenges, cross-training them in different areas and pushing them beyond their comfort zones.
Invest in mentorship and coaching - People don’t just develop by attending training sessions. They develop by learning from others. Pair experienced team members with newer employees and create an environment where knowledge is shared, not just taught.
Give constructive feedback - Training tells employees what they did right or wrong. Development helps them understand why and how to improve. Feedback should be a regular, growth-focused conversation, not just an occasional review.
Help them see the bigger picture - Employees who only see their job as a list of tasks will never go beyond the basics. Help them understand the business’s vision and how their role contributes to success. When people feel connected to a purpose, they’re more engaged and proactive.
Stay updated! Subscribe to the ELISA weekly newsletter.