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Developing Direct Reports - what's the point?

By: Linda Finkle

While Jane and Bob can get caught up in the everyday job of running their department and making sure their team is suited for the tasks they've been assigned, they also have to make sure they are developing those people who work under them to be the best employees they can be. Jane and Bob's work doesn't just stop with getting a project completed on time and under budget; they're also responsible for the well-being of their direct reports.

Developing direct reports is more than simply creating performance objectives; it's about creating development objectives for each employee. Performance objectives simply describe what an employee must achieve or deliver for the company. Development objectives for an employee describe what an employee should learn to help them achieve their performance objectives and other objectives such as career growth and team productivity. It's about learning to coach your subordinates.

Okay, now I understand what development objectives are. Now what?

First, Jane and Bob must understand the difference between what they expect from an employee and this employee is currently delivering. These differences, what's expected versus what's actually delivered, will most definitely impact the development objectives they create.

Managers often think they have to create the development plan for their employees, but the goal is to have the manager motivate and guide the employees to create their own development plan. The development plan is the personal growth and maturity of the employee, not the company (that would be company objectives). The employees will be happier, and more productive, if they not only have a say in their personal development but even more if they design the objectives themselves. Jane and Bob's role in this process is to critique, support, track the successful implementation, and provide recognition and encouragement.

There must be agreement, however.

Managers and employees must agree on the objectives, time frames, and the metrics for success.

The steps must include

1. talking with employee about creating a development plan

2. discussing options to include in the development plan

3. the employee creating a rough draft of plan

4. manager and employee discussing the draft, tweaking, and fine tuning

5. manager tracking and guiding the employee.

When the employees take responsibility for creating the plan, they also take responsibility for reporting their status to you. Your time commitment is minimal, and you're helping develop a growing, happily satisfied direct report.

Now, Jane and Bob have to figure when they'll create a development plan for themselves!

Developing direct reports is more than simply creating performance objectives; it’s about creating development objectives for each employee. Learn to understand the difference between what they expect from an employee and this employee is currently delivering.

Linda Finkle, CEO of INCEDO GROUP, works with innovative leaders around the world who understand that business needs a new organizational growth style. These innovative leaders know that powerful cross-functional communication is the highest priority and the strongest strategy for building organizational effectiveness. To find out more, visit: http://www.IncedoGroup.com

Article Source: http://www.positivearticles.com. PositiveArticles.Com does not vouch for or necessarily endorse the contents of this article.


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