An important part of developing your world class staff is cultivating them. In this phase it’s important to get to know your employees and have discussions with them about their career aspirations and professional goals. You may also consider facilitating potential mentoring relationships for them.
All Rice employees are responsible for their own career development, but supervisors hold a critical role in ensuring their staff receive the appropriate feedback, support, and opportunities for growth and development. Supervisors should assess whether their employees have taken advantage of developmental opportunities recommended by or provided by their supervisor, and whether the employee has maintained and improved his/her skills, knowledge, ability and understanding of their job.
- Identify the core functions and expectations of the job.
- Does your employee fit into the Rice and/or department culture (now or future)?
- Do you have the “right people on the bus”? Will they help move your vision forward while maintaining what works well as perceived by your clients or those you support?
- Inventory the skill sets of your employees. Do you have the “right people in the right seats on the bus”? If skills are lacking, can they be learned? If so, how?
- Hold your employees accountable for meeting performance expectations.
- Do they demonstrate ownership (behavior based) and responsibility (task based) of duties?
- Do they know the strategic plan?
- Do they know where the bus is going?
- What are your deficits in overall or individual employee performance areas? Why? What can be done to improve and raise the standard and expectation? Is it behavior based or skill based? Is the skill or behavior critical to being successful in the job?
Need guidance? Check out the resources listed below or contact email@example.com.