Essential Tips for Managing Employees Who Don’t Aspire to be Leaders. Our Top Tip...continue to develop them all the same!

For some employees, working toward a promotion or leadership position is a natural transition in their careers. Yet some individuals just aren't interested in climbing the corporate ladder.

According to a recent CareerBuilder survey only one-third of the American workers surveyed aspire to become leaders. Additionally, only 7 percent said they seek C-level management roles.

Employers should, however, continue to develop these employees and provide them incentives, regardless of their career goals. This is a critical factor for success in employee engagement and also talent retention and recruitment. Treating employees with fairness creates ambassadors for your organisation, their word spreads quickly, so make it positive.

Employee engagement is essential at all levels of an Organisation. Here are some for thoughts for managing those who don't aspire to become leaders and keeping them engaged and happy at work:

1. Provide professional-development options.

When professional-development opportunities are offered by an employer, employees may become more engaged while involved in something not requiring their active pursuit of a leadership role.

Employers can do a number of things to develop their employees’ skills. They can pay for memberships in a professional organisation, host skills-development workshops or send staff to industry conferences. In these ways employees can keep their skills up-to-date.

2. Give the option of shifting departments.

If an employee wishes to gain more experience but not through taking a leadership role, try moving him to another department where his skills and experience will be tapped in a different way.

For example, say an associate at a public relations agency wants more experience but isn’t ready to take on a higher position, give him or her the opportunity to work with different clients to broaden experience and skills.

3. Provide ongoing training.

According to the CareerBuilder survey, more than half of the employees surveyed don’t seek leadership positions because they are content with their current roles. Ongoing training can help such employees learn how to become more productive and perform better at their jobs.

A recruiter in an HR department might be perfectly happy in a position but wish to expand their range of skills. Train in the latest HR technologies and instruct in how to use big data to recruit the best candidates.

4. Help employees advance their education.

Nearly 20 percent of the employees surveyed by CareerBuilder said they avoid climbing the corporate ladder because they think they don’t have the necessary education to advance.

Employers can choose to help out those employees who wish to seek more education. Although not all employers or entrepreneurs can afford to fully fund staff education, they can ease the way. Employers may create some sort of tuition-reimbursement program or pay for an online class.

5. Offer competitive perks and bonuses.

Although employees may decide to not seek a promotion, this doesn't necessarily mean that they will stop going above and beyond at work.  Reward dedicated and productive employees by offering monthly bonuses, recognition in the workplace or additional annual leave. This will lead to employees feeling like their work and dedication are truly valued.

 

 

Posted: Tuesday 24 February 2015


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