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      Home BUSINESS Staff Managing Staff

      The Value Of Employee Growth

      When you’re running a fresh and shiny new business, how do you ensure your employees feel like they have a place to go?

      Chris Ogden by Chris Ogden
      Nov 23, 2018
      in Managing Staff
      85
      employee-growth
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      RelatedTopics

      7 Steps To Building The Perfect Team In Your Business

      How Outsourcing HR Can Optimise Your Human Capital

      How You Can Give Back To Your Employees

      Investing into the future of an employee is a complex task at the best of times. Well-established organisations battle to manage employee expectations and growth trajectories so what options does a startup have when it is still finding its feet? While having an agile and energetic young company is often enough of a drawcard for talent, you still need to create pathways that are unique to your business and that allow for employees to grow, both personally and professionally.

      Step 01: Embrace difference

      Recognise that your business is made up of a variety of different roles and that each one offers different employee pathways. You need to find the pathways and roles that suit an employee’s personality and their idea of where they want to grow.

      It’s in seeing these differences and embracing them that you are already providing your employees with a voice and showing them that they are heard.

      Related:5 Benefits Of Turning Your Employee Into An Intrapreneur

      Step 02: Be inventive

      Find a way of creating growth opportunities even with the few roles you have in your business. For example, you could create a methodology that has tiered levels within a specific role. Then a person has opportunity to expand their skills and responsibilities in that role. This would work for roles that are fixed, like an office admin, or for roles that are flexible.

      Step 03: Finance and responsibility

      Outline how a person can grow financially and show them the additional objectives and responsibilities their role offers. Some people aren’t just about the money, they want more to do and they don’t want to be bored.

      Step 04: Key Performance Indicators (KPIs)

      It is essential that you measure people so that you can create opportunity for them. Tell them their KPIs so that they have benchmarks and everyone has expectations. This allows you to let people know when they are or are not doing well.

      They can assess their performance properly and there is no risk of people having differing expectations that impact on ability or role. You must openly and honestly review employees and yourself.

      Related:6 Ways To Build Your Business With Employee-Entrepreneurs

      Step 05: Encourage mentorship

      It’s really worth encouraging people to guide or mentor one another. Some people may stay in your business for years, some only for a few months, but you want to see them all grow. By creating an environment that inspires people to mentor and guide one another, you’re ensuring that every person in your business is given a chance to teach and to learn.

      Chris Ogden

      Chris Ogden

      Beginning his career in 1997, entrepreneur and IT specialist Chris Ogden has built successful software development house, RubiBlue from scratch, and has been Raizcorp’s most profitable business for two years running. From strategic manager to software developer, Chris’ business mind and experience allows him and his team to take real-world problems, and design solutions that deliver value. It’s his dynamic approach which allows him to take existing software to other markets and extend growth without having to build new systems. Having been thrown in the deep end when his business partner passed away, Chris’ entrepreneurial skills had to take off and led him to take the lead at RubiBlue. Chris’ role of managing director has seen him focus more on the development of the company, its operational management, market understanding to enable the delivery of real solutions which are innovative and add value.

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