3 Ways to Develop Your Own Employees and Watch Them Prosper

July 29th, 2015

Develop Your Own Employees and Watch Them Prosper

If you want your business to prosper, then you must take the time to invest in your employees. Why? Good people are hard to find, and loyal employees are even rarer, so the more you invest in the learning and developing of your teams, the more they will give back to your business. While you can do a fair amount of hiring too, giving your employees a fair chance at being their best on the job is worth the time and effort.

The benefits to the company as a result of investing in employees are:

  • More engaged employees
  • Improved team work
  • Increased ability to compete
  • Higher employee retention
  • Loyal employees going the extra mile

Employees who see their companies investing resources to help their careers will appreciate those investments. That behavior shows the company values its employees and wants them to succeed.

Here are some ways to develop your own employees and watch them prosper, while your business bottom line is improved too.

Use Onboarding Programs for all New Hires and Temporary Workers

Bring people on the right way with structured onboarding programs for all the new employees you hire and all temporary employees. Studies have shown that onboarding increases retention and performance by as much as 60 percent over those employees who have not had this experience. Your employees will prosper because they know how to produce and perform. The beginning of their time with the company won’t be trying to learn everything on their own.

Create On-site Learning and Development Programs for Employees

Your employees come with many skills that they’ve earned in previous jobs, but if you really want efforts to be focused on your company goals, the addition of on-site learning programs makes the best sense. Hire educators to work with groups of employees to learn new concepts and skills. Support advanced education to help employees grow in their careers so they can prosper. Those smaller investments in your current employees will be less than the time and money needed to make a new hire.

Develop a Succession Plan to Help Employees Earn More

If you really want to get the most return on investment for your employee development programs, then a succession plan is a must. Plan who you will move up into mid-level and management positions, and when you will need to hire replacements at entry-level roles. Temporary staffers can be added to fulfill this need. Your promoted employees will be ready to give back to the organization through their new assignments and increased salary level.


Whatever challenges you face, Davis Staffing has the experience and flexibility to help you overcome them. Contact our great team today to work with one of the top staffing agencies in Chicago.

Back To School! Why It Is Important To Let Employees Have Time To Continue Education

September 24th, 2014

As the rest of the country heads back to school, companies are still in session and employees are trying to find ways to beat the workday blues. Employees need to be able to continue their education these days for multiple reasons. We will discuss these reasons here so you, as a company, understands the benefits to allowing employees to return to school to further their education and career.

Employees Know They are Valued

When you allow your employees to return to school, it lets them know they are valued by the company. There are many reasons for this; the company not only lets the employee take time out of their schedule to go to school, but it also might reimburse the employee for the courses taken and the materials purchased for those courses.

Company Benefits in the Long-Run

Anytime a company sends its employees back to school, it is putting itself into an excellent position to succeed within its industry. As employees continue their education and earn higher degrees, they are bringing what they learn back with them to the office. This information can be presented to co-workers at the office during meetings or taught to others on an individual basis when necessary. This will only provide the company a stronger presence within their industry.

Builds Confidence in the Employee

When a company sends its employee back to school, it helps the employee build confidence in themselves and where their career is headed. The confidence will show when dealing with clients, completing high-quality work, offering suggestions at meetings and much more when at the office each day. This is a boost to your leadership development programs and employee succession planning efforts.

Work Becomes More Meaningful

When an employee is sent back to school by his or her employer, the work they perform when on the job becomes more meaningful to them. Going back to school can help the employee understand what he or she is doing at work much better. This will lead the employee to have more meaning in their career and what they do at the office.

Employees Become Eligible for Promotions

Companies that send their employees back to school will be helping their own cause when it comes to improving their management ranks. Employees who go back to school to earn advanced degrees will then become eligible to earn promotions at their place of employment. This helps the company promote from within and not have to look elsewhere when higher-level management positions become available.

It is important for companies to have some form of continuing education program in place in order to help employees further their career. The benefits will be present for both the company and the employees who return to school. Success will come for both parties when employees are allowed to go back to school when working.

Preparing for Your Annual Performance Review

December 7th, 2011

You have worked all year to boost your employer’s view of you and while you admit that you’ve made a few mistakes along the way, you want to ace that annual performance review. Most companies gather data from each employee’s work throughout the year and compile it into a concise, organized review. You sit down with the person from HR and discuss it. At this point, is it too late to do anything to boost your chances of a raise? There is still plenty you can do.

Be Prepared

What you believe your annual performance review will contain and what the company’s will actually include may be two different things. Rather than considering what you think you’ve done well, look at it from the employer’s vantage point. That way, when they ask, “How do you think things have gone this last year?” you can answer with plenty of details.

  • Have you done anything throughout the course of the year to increase the company’s profits? This could include increasing sales, contributing to successful marketing plans or cutting out wasteful spending.
  • Are you a team player? Specifically, when working with co-workers, do you encourage rather than compete? Do you help boost everyone in the office’s success?
  • Do you promote what the company stands for? Are you willing to go the extra mile? If so, how can this be measured in the work you have done for the company?

The annual performance review will likely include details about your year’s worth of work but often times, the company will use this as an opportunity to help you to grow and improve, too. By pointing out, with numbers and figures, what you have done well, it is easier for the company to agree to a raise.

What Else You Can Do

As you prepare for that meeting, take a few steps to ensure you have the information and data to back you up. Here are some things to keep in mind.

  • Take a few minutes to go through your calendar. Which projects did you contribute to that were a success?
  • Keep track of any feedback you have received from previous projects, managers or supervisors.
  • Note changes you have made since your last review based on what your employer or reviewer noted?
  • What milestones have you achieved in the last year? Which are you actively working towards daily? Where are you in that process?

In addition to these steps, also use your annual performance review as an opportunity to gain insight. What does the company want and expect you to do moving forward? You should also have an annual plan in place for your next year with the company. For example, the reviewer may ask where you would like to go within the company. This is the perfect time to have that answer ready to go.

The annual performance review may bring on some anxiety, but chances are good the company wants to use it as a way to help you to grow and develop within the company. Do not be over sensitive to what the reviewer says, but take it to heart.

Are Employee Performance Reviews Productive?

November 27th, 2011

There is a debate among many HR departments about the actual value of performance reviews and if they actually increase productivity in the workplace or not. Some view performance reviews as somewhat of a system of rewarding only those who are favored by upper management, while many good deeds go unnoticed the rest of the year.

As employees and employers everywhere begin to dread upcoming performance review time, here is what the research says about how they are productive (or not). You decide.

Critics of performance reviews say that when only done once a year, they are ineffective at producing any real change in employee behavior the rest of the time. A Wharton University professor of Management, Matthew Bidwell, indicated that reviews tend to produce competing goals between employee and employer. Employees often do not get the kind of feedback they need to make honest assessments of their worth, and they are only focused on getting a raise. Employers on the other hand are focused on limiting raises and dishing out more work duties to already discouraged employees. The two nary meet in the middle.

To do performance reviews, they must be done correctly. The evidence is stacked up against doing performance reviews, but when done the right way they can be highly effective for a number of reasons. Sadly, only less than 40% of companies actually do performance reviews well, according to senior VP, David Insler, at Sibson Consulting in New York. This means the results are not valid and they do not accurately reflect the development needs of workplaces around the world. Employees at the bottom half of performing teams may feel like they are not heard, while other employees are not challenged enough.

Another concern with performance reviews is that oftentimes those done in a short time frame have the added pressure of just getting done, not getting done right. A WorldAtWork survey conducted in 2011 indicated that as many as 58% of HR managers give their own company performance reviews a grade of “C” or below because they don’t receive adequete training. The survey further revealed that there is an overall dissatisfaction and disconnect among US employees regarding performance reviews – with only 25% of those polled ever having received a positive review and 24% dreading their annual review significantly.

So, what can an HR professional do about the massive negative attitudes towards performance reviews? First, the performance review should be managed as part of an ongoing effort to improve workplace practices and performance. Managers should be conducting them as projects are completed, and at regular intervals. Secondly, the company can benefit greatly by implementing an outsourced, unbiased performance review system – so that all information is secure and accurate.

Over time  and better management of all your performance reviews, your employees will dread them less and will be able to get the feedback they need to be better on the job.

Photo Credit: Michal Marcol / FreeDigitalPhotos.net HR

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