Are you growing a small business and recruiting more and more people into new jobs?
And has it reached the point where you can see that if you’re to carry on being successful, the skillsets of your staff will have to change and develop too? Maybe you've reached the point where your better people are starting to lose their spark and stagnate, or perhaps you’ve received a resignation you really didn’t want, with lack of advancement given as the reason.
- Cross-training so that people can carry out parts of each other’s roles. This gives the business more flexibility and the individuals greater understanding of the tasks their colleagues do.
- Workshops or lunchtime lectures where employees present on their areas of expertise to the rest of the team.
- A business issue such as a customer complaint needing a “fix-it” solution. This gives experience in analysing business problems, fact finding and practical problem solving.
- Representing the company at seminars and networking meetings.Self-managed networks where staff can discuss problems and share solutions.
- Responsibility for mentoring a new or inexperienced employee. This grows skills in learning how to coach, explain things and support people.
- Being in charge of a project where there’s likely to be a high degree of resistance or conflict. This provides practice in handling conflict, negotiating, influencing others and building support.
- Being in charge of a cost containment project with specific results expected. This gives exposure to commercial reality, the profit/cost balance and numerical analysis.
- Complete responsibility for managing a complex project from start to finish.
- A lateral move into a different job for a limited time, for example when someone resigns and there’s a vacancy.
- A project that requires dealing directly with your own boss. This provides wider exposure and experience working with senior executives. Webinars and other online learning directly relevant to the job.