“Clients do not come first. Employees come first. If you take care of your employees, they will take care of the clients.”―
Employee development is an important subject but one that can be kind of hard to swallow.
Budget time and money for development and continuing education
Limitations on time and budget can be a major tripping block for employee development. In some industries, such as legal and medical, continuing education is not optional. In any line of work, it’s important that your employees have time to learn. This could be through a series of webinars, going to an industry conference or online courses. Of course, these things are generally not free and mean that your employee will not be doing their work during this time. But if your employees’ skills stagnate, so will your business.
Learn their objectives and help them achieve them
Have one on one meetings with your employees and learn their career goals. What skills would they like to improve? Where do they see themselves in 5 years? Taking the time to mentor and coach your employees will improve their output and help them grow in their career.
Don’t require them to sign Non-competes
People leave our lives, sometimes because they choose to, sometimes because of circumstances beyond their control. The same apply to employees, they are going to leave your company sometime. If an employee has a non-compete with your company, they have the threat of a lawsuit looming over their head if they remain in the same, or even related industry, to the tune of 6 or 7 figures. This can be especially damaging if your industry is very niche or tight knit. Imagine if you couldn’t use your experience and knowledge because someone was threatening to sue you if you did. It’s important to be able to let your employees move on when the time comes.