The psychological rule of reciprocity is very simple - when someone gives you something, you feel the need to reciprocate. . It is no different in the relationship between an employee and an employer. If a company provides employees with development opportunities and invests in their training, they will feel more committed and loyal to the company. But, of course, it is not only psychological mechanisms, a feeling of gratitude and attachment. Even a cold calculation is enough to decide that it is worth staying in the place that offers the best opportunities.
Productivity and quality
It’s no secret that training makes perfect . By improving your team’s skills, they will simply do their jobs better. The result? Better productivity, faster work speeds, fewer errors, and higher quality project execution.
One software company cannot do everything. Specialization is very afghanistan whatsapp data important in order to maintain the highest quality of services, but too narrow a competence can hinder the company's development and attract new customers. Upskilling employees and improving the skills of the team will allow more flexibility to take on new projects.
Flexibility
Sometimes it makes sense to outsource certain tasks, but this is not the cheapest solution. Many software manufacturers want to have full control over the entire process and do as much work as possible in-house. In such a situation, we have two options - either hire new people with the necessary competencies (this is the most expensive option), or develop the skills of employees, which not only saves the budget, but also supports the development of the team. Of course, this solution makes sense if you optimize the process and do not overload your employees with too many tasks and responsibilities.
Now that you know why it's worth investing in improving employee development in your company, we'll tell you how to do it.
1. Assess what competencies you need
To develop employee competencies, you first need to decide what they are. Analyze your company’s needs. Find out what services and technologies the market expects. Decide which industries you want to work in and what skills are most needed in them. Consider what projects your company will be doing in the future and what it needs now. And of course, don’t forget about your employees. During regular feedback sessions, ask them what tasks they feel good about and what competencies they would like to develop. They may overlap or be similar to the ones you need, and that way you will find the right person in the right place. Developing competencies that neither your company nor your employees want or need is a waste of time and money, so take this analysis seriously.
Teamdeck.io's resource management tools play a vital role in professional development
2. Plan time for employee development
In a software factory, if something isn’t planned, it simply doesn’t happen. That’s how it is. Another fairly universal truth is that internal projects rank below external projects for customers in the hierarchy of values. When a company is short on time, its internal projects lose the most. So it’s not worth expecting to develop your employees’ skills in their spare time or occasionally.
Therefore, it is very important to allocate specific time for employee development.
This can be a chosen day of the week at a chosen time or one day a month. The decision depends on your chosen skill development strategy. However, this time should always be dedicated to this specific process and not considered as spare time for other projects. Also, avoid precedents. We all know that sometimes a very important situation arises that requires all our strength, but if once, twice or three times someone drops a task or meeting during the time allocated for the development of the employee brand - no one will take the process seriously. Routine, habit, validity are very important here.