Companies striving to grow an improve must start by investing in employee development. A company that attracts and retains the best people will have a competitive advantage. Employees find it gratifying to learn more and to take on bigger challenges. Progress is a result of an organization that fosters learning and constant improvement.

Mentoring helps both the new employee and the mentor. Some time ago there was case of a new employee who came equipped with technical skill in a new area. He had done research in a breaking new discipline in his master's degree studies. The mentor recognized the value of this, and he introduced this new discipline into the analyses at hand. This got the attention of management and the major customer too. It became the new effective way of approaching a difficult analytical task. Everybody benefitted from the experience.

Additional training is beneficial to the employee and the company, whether it is in-house training or a seminar brought inside from outside expert resources. In fact, some seminars are free because they fulfill an element of the sales function of suppliers. (Selling is educating.) Reimbursement of employee studies at the university or seminars is a good investment because it imparts new knowledge to promising individuals, and it makes them more valuable. In addition, it makes the organization a desirable place to work. Further, promotion from within is fostered, and it demonstrates the company's faith in the abilities of the employee.

Star performers need to be recognized by a pat on the back, but ignoring this need can be demoralizing. Performance can suffer if the employee receives no recognition for their efforts. The creative learning process can be encouraged by openness to new ideas or suggestions. Management can formalize this process with suggestion plans with cash rewards attached for useful ideas. Cynics claim that the employees are being paid to perform without special recognition or rewards. Experience has proven them wrong.

Stages of Employee Development - looking ahead to what comes next

A. Exploration: The exploration stage is defined by routine, guided work where the employee gets help and is allowed to take initiative as he is able to do so. During this stage, the employee develops a self image and learns what he can excel at doing.

B. Establishment: The establishment stage is defined by independent specialization where the employee has mastered certain specialties and has become significantly more productive. This is the stage where the employee can take on important organizational responsibilities.

C. Mid Career: The mid career stage is where the employee can guide others. The employee clearly understands the goals and requirements of the organization and can develop and mentor others. Mentoring is gratifying to most employees as they feel that they are now able to contribute to the organization through the contributions of others.

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