Being and Belonging at Work: Why it matters.
What you'll learn:
The Six themes that people need from work to feel fulfilled and Strategies for both management and employees to improve on each of the six themes
Finding Growth at Work
When thinking about growth, most organizations just look to the next available promotion, or getting someone to become a manager. But workers are increasingly seeking growth in new forms, and some don’t want to manage others at all. To feel fulfilled, employees need both growth within their career and outside.
Dr. Chang discovered self awareness by using behavioral assessments (specifically PI’s). But you don’t necessarily need to take a test to discover your strengths and weaknesses. Many people will grow organically through the experiences they have at work, and leaders should better understand what experiences their team is looking for.
Responsibilities for a person’s growth should not be solely on your shoulders as a leader, but you also need to encourage reports, and provide new opportunities when available. Let your team know where the organization is heading, what are the potential roadblocks, and leave room for those employees to speak up if they want to voice concerns. These lines of communication will help not only show that you care, but that you want the team to be prepared for the opportunity to take on new responsibilities.
As a leader, you should be meeting with your employees on a 1:1 basis for a number of reasons. It is crucial that you also set regular time to discuss with employees how they personally want to develop. Whether that means something more standard, like new positions in the company, or how they are doing outside of work and what they want to improve upon personally, you should be making time. Try creating a standard checklist like ours that you can run through every meeting: Personal Development Template
Just having these opportunities alone will not encourage others to take action and feel like they can grow with the company. Leaders will have to build a culture that promotes and encourages continuous development. For example, if you have all-company meetings, try showcasing one person at each meeting (if they’re okay with the public acknowledgment of course) that has personally or professionally grown. This will help to encourage others striving to do the same.
It doesn’t have to be anything extravagant, but take some time to think about where you ultimately want to be. Then break that down into smaller, more achievable steps. Consider how your organization or manager can assist you in achieving those goals. If you have meetings with your manager to discuss development, then share these milestones with them to hold yourself accountable.