Ways To Help Your Employees Develop New Skills

The economy has grown in recent years in a direction of growth, but our country, like its neighbors in Eastern Europe, remains a place where, unlike Western countries, we work hard and under continuous pressure.

The speed of changing market trends, the intensification of competition, and the commoditization of many fields of activity increase even more the stake in the workplace.

In addition to the economic turmoil, a Romanian employee today also faces a management system that is still predominantly based on hierarchical power relations and the "parent-child" transactional relationship.

On the one hand, many of the bosses become dominant characters, of the "superstar" type, constantly criticizing, on the other hand, many of the Romanian employees "sit with their heads between their shoulders" and candy when the bosses are not present but fail to put their foot in the door and get a constructive working relationship from their bosses, based on mutual respect.

In this context, the development of professional and personal skills and competencies becomes very important: professional skills allow you to have a certain value and to have at any time a quick chance to get a good job.

Personal skills, especially those in the area of ​​mental balancing and emotional intelligence, help you to resist and perform well in any environment, to be noticed and promoted, to have very good relationships with bosses and colleagues, to maintain a pleasant family environment at once returned from work. When you develop as a person, you can work efficiently and live happily.

Confronted on a larger scale with a lack of motivation, decreased involvement, and even apathy (all leading to low productivity and difficulty in achieving goals), Romanian companies have increasingly begun to look for solutions to remedy the situation in the direction of investing in the professional and personal development of employees.

However, the importance given to them is still insufficient and HR departments often have a difficult task in achieving a lot with little money and in limited time.

The idea is still circulating that "employees should know how to work and be motivated, that's why they are paid"; In addition, the removal of people from production, given that most companies work with reduced numbers (head-count) to a minimum, becomes very difficult, almost a taboo. Requests such as "I only have so much money and 2 days, we need to increase the competence and energy of this team" are multiplying on the market.

It is important to realize that investing in human development leads to increased involvement, the rate of strategic, tactical, and technical innovation, the harmonization of teams and operational flows, and ultimately greater productivity.

The "cost-cutting" strategy is always a crisis strategy, beneficial in the very short term and with negative effects on the performance of organizations, in the medium and long term. Instead, a well-structured investment in people lays the groundwork for continued sustainable growth and healthy organizational culture, which is the foundation of performance.

Where should development begin? From above, with managers and especially in the direction of training as a leader: self-knowledge, the ability to build healthy and constructive relationships with people in the organization, the ability to stay undisturbed regardless of conditions, the ability to be equidistant.

A leader should develop unlimited emotional intelligence, come to have a real interest in the well-being and development of his team; to reduce his ego a lot, build a realistic self-image, which allows him to create cooperative relationships and makes the team follow him primarily out of respect and appreciation for him.

To create an environment in which your people can give the best of themselves, you must first bring out the best in yourself.

All employees should prepare to become leaders (at least once in their lives). The atmosphere in many companies is intoxicated by people with insufficient social education and personal development, who operate from low emotional states, such as boredom, antagonism, anger, envy, hidden hostility. By being exposed to the right programs and sources, all of these people can change their approach and become role models.

How can leaders and their teams move toward making the most of their positive resources? By participating in individual and group coaching programs, NLP programs, or other individual balancing techniques and accessing superior inner resources (yoga, meditation, reiki, etc.).

A good source of "growth" is the participation in some of the dozens of free workshops and seminars on socialization, communication, personal development, offered on the market by many service providers. Alternating the moments of intense work with those of relaxation, sports activity, reading some valuable books. Going out in nature, not necessarily for beer and barbecue, but for real relaxation and contemplation, can work wonders.

Continuous professional development is also an excellent source of building self-confidence and a more objective point of view, unaltered by biases of personal and social subjectivity.

The best results are participation in medium and long-term programs. Firms should budget this, on the other hand, and each employee should budget from their funds and invest in personal development constantly.

Neither companies nor employees, waiting for the other to invest in development, will not achieve the desired results of business or life.