Guest post by Laurene Klassen, Manager, IT Training and Communications

We hear often about the research that the Gallup organization conducts on employee engagement and if you’ve attended training offered by the Department of Human Resources, you’ve most likely heard about the “Q12”, or the 12 questions developed by Gallup that can help determine the level of an employee engagement.   However, did you know that the number one reason employees leave their job is the lack of a relationship with their supervisor?  One of the 12 questions is “Is there someone at work who encourages my development?”.

As managers it’s our responsibility to develop our employees. Taking an active role in developing an employee’s skillset can not only demonstrate confidence in building a  team but it can greatly impact the people you’re working with by showing genuine concern for their development.

What resources are available to assist employees who may fall short of the skillset that they need or are looking to go to the next level?

Begin with a goal setting conversation

As we enter the annual performance review season HR has made many resources available to managers, including the Target and Gaps grid tools. These are great resources to engage your employee and evaluate current circumstances. Once you’ve identified additional skills for development it’s time to arm your employees with the resources they need to be successful in their roles and to develop themselves.

Provide readily available resources

How frustrating would it be to learn that you had to show up at a specific place but not be told how to navigate there? When you’re looking to coach your employee in their development provide clear direction and communication not only of what you need from them but resources on how to get there.   HR regularly offers a variety of  Professional Development Workshops and Customized Learning Experiences for your team and/or employees.  Did you know that OIT offers many resources as well?

Technical Training sessions are regularly offered by OIT. These are often essential tools for getting your employee up and running with the latest technology; especially new employees.

SMU has also purchased a campus license for lynda.com. Managers can assign self-paced training for their team members on a wide variety of topics.

This can be customized to assign specific topics or entire courses. With over 3,700 courses at your fingertips don’t miss out on this opportunity to utilize this valuable resource for your team. Below are a few examples of training, visit smu.eduedu/lynda to log in.

• Time Management Fundamentals
• Leading Productive Meetings
• Social Media Marketing
• Outlook Power Shortcuts
• Excel Essentials and more.

Avoid Scrap Learning

Scrap learning is learning that is delivered but not applied back on the job.  So how do we avoid it?  Though a manager may provide time for training, getting the employee to take the leap in changing behaviors or applying a new skillset to the job may be challenging. Studies have shown that when managers follow up with their employees on learning received and assist them with practical application, the chance for scrap learning is greatly reduced.

Want to learn more about OIT Training resources – both training opportunities and lynda.com tutorial based learning?

Email ittraining@smu.edu.

Interested in HR Training resources? Email DevelopU@smu.edu.