Identifying and Developing Leaders Within Your Business

Identifying and Developing Leaders Within Your Business

Have you ever considered how important it is to grow employees into strong, loyal leaders?

Recruiting more management or leadership roles from outside of your organization can become an expensive, time-consuming and risky process. This is why the ability to develop talent within your business can create a long-term competitive advantage for the company.

Unfortunately, employee promotions are too often led by job and task skills rather than an individual’s readiness to lead. Your company’s top graphic designer, for example, could potentially make a terrible creative manager. Here are 6 ways to identify and develop leaders within your business:

  • Learn to identify potential

Identify future leaders within your organization who could potentially fill management or leadership roles that become available in the business. Difficult and unfamiliar situations are a great way of testing whether or not an individual is leadership material, so it’s important to push employees and get them outside of their comfort zones. Look beyond the individual’s  job-related skills and capabilities, and instead focus on their behavior and attitudes towards certain tasks, teams and situations. Try to gain insight into  their interests, career and personal goals and values.

  • Make leaders accountable for developing other leaders

It can be useful to align with your management team, to ensure that your current managers know what it is you’re looking for in future organizational leaders so that they can be on the lookout for ideal candidates within their teams.

  • Strategize and share

Develop and communicate a holistic strategic direction for the business that expresses the overarching vision for the future of the organization. It’s important to discuss this strategy with employees and cover what roles they may play in assisting the company achieve this vision.

A holistic, well-communicated strategy gives employees a shared sense of mission and direction, and encourages potential leaders to see a bright future for themselves within the organization. Employees often show increased levels of engagement when they feel that they can directly benefit from the business and its growth – thus articulating the potential opportunities available to employees, drives them to actively work towards goals.

  • Provide opportunities and support for leadership development

Make sure to include leadership development as an action item in your business strategy. A good leadership plan covers all levels of leadership identification, development and promotion, and outlines when an employee should be ready to move to a higher position. Employee training can help, but isn’t an adequate substitute for real experience and practical learning. Assigning challenging tasks or implementing job rotation can help to develop new skills, deepen the employees’ understanding of the organization and improve their confidence when performing tasks.

  • Monitor and reward

People need to be held accountable for their professional performance, both positive and negative. Rewards and incentive systems that fairly evaluate performance and rewards excellence can be an effective means of measuring and appraising employee achievement.

  • Coaching

Coaching is a form of employee development that includes one-on-one discussions between the employee and their manager, providing guidance and advice for identified challenges. Coaching discussions can be used to help your emerging leaders address their fears and weaknesses, as well as a means of discussing their strengths and individual hopes for the future.

In addition to having great management skills, true leaders are determined, courageous and able to inspire others, making any good leader a valuable asset to invest into for the future of your organization. This makes identifying and nurturing potential leaders a vital part in any company’s growth and transformation strategy.

For more advice on employee growth, identifying high performers and recruitment trends, visit our blog page or contact one of our recruitment experts today!

Supreme Staffing Group – Superior People, Superior Service

Connecting businesses and the people who drive them.

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Onboarding Employees: Driving Success and Loyalty in New Starters

Onboarding Employees: Driving Success and Loyalty in New Starters

Onboarding Employees: Driving Success and Loyalty in New Starters

Doing a great job when it comes to greeting and integrating new employees is vital to their performance and longevity at the organization. Failing to do so is a sure way to turn off new employees, hinder their productivity and potentially even drive them away.

It’s important to make new starters feel welcome and reassured that they will be given all of the tools and resources needed to excel in their new role. Research shows that an effective orientation program has the potential to increase employee retention rates by up to 40%.

Here are steps to ensure effective employee onboarding:

Before Day One

  1. Plan: Management teams should work together to understand the first few weeks and months on onboarding from the new starter’s perspective, and collaborate to create a plan that covers onboarding for that important time period. This plan should include orientation, as well as important onboarding activities that are spread out to avoid new starters feeling overwhelmed in their first few days.
  2. Assign a Mentor: allocate a mentor or peer who can act as a guide for your new hire over their first few weeks or months. This mentor needs to be someone who will be able to answer any questions that your new hire might have, and help them integrate with their new team. It’s important to give the mentor time off from their other tasks so that they are able to allocate enough time to assisting your new hire.
  3. Set Up a Workspace: Prepare a neat and organized workspace for the employee with all of the tools that they will require to perform in their new role.
  4. Contact: Check in with your new starter before their first day to discuss any additional requirements or concerns.

Day One

  1. Greeting: Make sure that your selected peer or mentor is available to greet your new hire when they arrive on their first day. The employee should get a tour of the premises, including their pre-prepared workspace. Make introductions to your team, necessary managers within the organisation, including the president and senior executives where possible.
  2. Orientation Package: Provide your new starter with a company orientation package that includes their job offer or employment contract; an outline of company policies and procedures; and information on the brand behind your organisation. It is also important to provide any needed passwords, access cards, company attire and devices or equipment to your new starter, to ensure that they are given all of the tools that they need to get started on taking on their new role.
  3. Introduction: Host an introductory meeting with your new starter, to cover some essential information and host important introductions. Your selected mentor should take part in this meeting as well, to answer any questions that your new starter might have. This meeting is a great opportunity to cover training, administrative processes and the company culture.

Integration into the Future

  1. Training: During the first week and throughout the employee’s time at the company, managers should always ensure that the employee receives any needed training to excel in their role. Within the first week, teams should begin to integrate the new starter into job tasks that fall under their role.
  2. Check-Up: Managers and mentors should make a point of following up with the new starter often, to find out if the employee is integrating successfully, answer any questions and check in on the employee’s training and work. More formal, in-depth meetings can be organised routinely with the employee, to ensure a good understanding of responsibilities, expectations and business processes. This also creates an opportunity to find out how the employee is feeling about their onboarding and integration into the business, as well as their confidence within their job role.

Remember that feedback on your orientation processes is vital in the development and improvement of processes for more effective onboarding in the future.

For more advice on recruitment trends, careers and hiring news, visit our blog page today or contact one of our recruitment experts today!

Supreme Staffing Group – Superior People, Superior Service

Connecting businesses and the people who drive them.


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