Perfect phrases for employee development plans : hundreds of by Anne Bruce

By Anne Bruce

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That “someone” Emerson describes is you! Today’s manager is charged with doing everything better, cheaper, and lightning-speed faster, while embracing change, sometimes on a minute-by-minute basis, constantly upgrading workplace performance and productivity, and developing myriad customized employee development plans for the most multigenerational, multicultural, and diverse workforce the world has ever known, all while always thinking outside the box (no, make that blowing up the box). Seriously, the responsibilities and expectations placed on today’s supervisors and management leaders can feel daunting at times.

That’s not the way our fluid, faster-than-ever, virtual workplace is built anymore. If you get the best someone has to offer for five or six years, then that’s about all you can expect. If you get more than that, consider it a bonus—take it and be grateful for the loyalty and dedication. But remember, plenty of people out there (maybe you are one of them) are extremely grateful for the mentors they have had and the development they’ve received. It may just simply be time for the employee to move on for a wide variety of reasons.

Set up collaborative sessions, meetings, discussions. Start draft of plan. Agree to neutralize challenge areas and weaknesses. What training will be required? How will research be approached? Define milestones. Determine what motivates you to your highest level of peak performance. 16 Determine future opportunities and part you would like to play. Start acting the part now for what you hope to become later. What must be done long term? Degree, certifications, new skill sets to learn, foreign language, possible relocation What can you do this week?

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