The manager should explain how their future opportunities would be if they stay in same organization for long. Providing positive environment in workplace leads the employees to work efficiently. Here are the eight ways explained in the following article to develop employees for an effective growth.

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Finding great talent is hard, but whats even more challenging is keeping the talent you have engaged so they will stay. Unless you continually reinvest in developing your employees with successful on-boarding and ongoing traininghelping them reach their full potentialthey may leave and you will find yourself back at square one trying to procure more talent. This process can be a time-consuming, stress-inducing cycle. Despite this knowledge, it doesnt seem that organizations are making a lot of progress in this area.

In 2012, Gallup reported that only 30% of employees in the U.S., and just 13% of employees outside of the U.S., feel engaged with their companies. Now, just three years later, these figures have not improved in any significant way. Even though statistics show that it is worth a companys effort and resources to develop employees in order to retain them, there is still a gap. According to the Wasp small business report, 56% of businesses plan on hiring in the next 12 months while 82 % plan on developing employees more.

Research also suggests that having effective managers can improve employee engagement. Organizations rely on talented and inspiring managers that have the ability to keep employees engaged and that help staff achieve strategic imperatives. But not everyone who is promoted to manager has these skills. Gallup research also revealed that only one in 10 people have an existing talent to manage. Others may possess a few manager-level qualities, such as making decisions, building relationships, creating clear accountability, being assertive, and motivating others. But, the qualities that are missing can make a huge difference in employee engagement. Fortunately, most of these talents can be learned or strengthened according to Gallup. It is therefore critical that an organization have a plan in place that focuses on developing effective managers. The process of developing employees for greater roles and responsibilities accomplishes two goals: keeping employees engaged and energized about their future with the company and ensuring the organization has a new generation of managers who are prepared to inspire and lead, which in turn increases levels of employee engagement. Here are eight ways to develop employees, keep them engaged, and increase the probability they will remain with the organization:

1. Create Individual Development Plans: The first step in developing employees is to create a development plan. It is important to sit down with the employee and discuss individual interests and career goals. This conversation will help identify the development activities that individual should be undertaking. After all, not everyone shares the same goals or has the same perspective about what they want to achieve in their career. Still others may be unsure about what they want to do. The development plan should provide a roadmap for the employee that includes measurable goals and a realistic timeframe for achieving each goal. Taking time to discuss and add detail to the employee development plan or blueprint will increase the likelihood for a return-on-investment for all involved.

2. Provide Performance Metrics: It is essential to set specific quantitative metrics to help an employee understand where they need to be or what they can realistically achieve. Then, as these performance metrics are met, the bar can be raised so the employee feels a continued sense of accomplishment. Before running a marathon, a runner first sets shorter goals and then works their way up, running further and further and building the muscles and power needed to eventually get them to that marathon goal. A manager work with the employee to decide where he or she is now in relation to achieving key performance objectives that will eventually lead them to where they want to be and need to be. Measuring progress also provides evidence of how these activities are working. Furthermore, performance metrics help drive accountability when paired with effective leadership as taught here.

3. Provide Opportunities Outside of Job Function: Todays organizations have become so compartmentalized that employees believe they can only operate within their department or function. However, to truly develop an employee for a larger role in the company, they need to understand how all aspects of the organization work. Create opportunities for an employee to take on new responsibilities outside their job function. This cross-training will increase their awareness and knowledge of the organization and help them work more effectively with others because they have a new understanding of what other employees do for the company. The additional responsibility will put them in new situations, add challenges, expand skill sets, and encourage them to think on their feet, which will also improve their chances for success in any future roles they take on. This type of development also creates energy and excitement in the workplace.

4. Give Constructive Feedback: Feedback does not mean criticizing, chiding, or disapproving. Instead, it should be constructive in nature and include specific recommendations for further improvement and development. Feedback should also be delivered regularly and tied to data or examples such as the performance metrics or the individual development plan. Only using feedback for employee reviews can result in missed opportunities to guide an employee through the professional development process. Employees want to know how they are doing. If feedback is used as a tool for growth and recognition, and not a tool to knock the employee down, it will make a measurable difference.

5. Remove Barriers: Many organizations are rigid in their organizational structure and processes, which can make it challenging to implement some cross-functional development and facilitate dynamic growth and high-performance training. Its up to leadership to bridge silos, knock down walls, and design a system that encourages a fluid approach to learning and working. Todays generation of workers are used to change and enjoy open work environments that let them explore. Take the barriers away and watch people flourish.

6. Link to a Professional Network: Help employees access additional contacts that can help them grow. Introduce them to other professionals that can serve as mentors or coaches, sign them up for professional industry associations, send them to training courses and workshops, and create and attend networking events. Getting them connected to a network offers a way to get additional support, advice, and information on how to grow professionally and personally. It also gives the organization another ambassador for the business.

7. Outlay Resources: From day one, an employee is an investment that the organization is making and from which it expects a return. To get the most out of employees requires making further investments along the way. Although many of the tactics on this list do not necessarily require dollars to implement, resources are still being used in the form of time and focus. Other employee development activities, including training, online learning programs, and coaching are well worth the monetary resource investment dollar. Whatever the resource, this additional investment is necessary and valuable when it is thoughtfully aligned with the organizations strategic goals and the individual development plans designed around key talent.

8. Set the Example: An employee will see the value of the development process when they see their current leadership continue to develop personally and professionally. By modeling this behavior, leaders build credibility and the trust necessary to encourage employees to participate in development-building activities. It shows employees that development is part of the organizations culture. It sends the message that its important for, and expected from, everyone in the organization to be part of a continual improvement process that nurtures from within. If you want to compete with big brands, you have to emulate big brands. These eight employee development tactics can be implemented within any size organization and will work effectively to shape a companys future leadership. Whether an organization leverages a few or all of the tactics listed here, it is critical that each is used consistently, communicated clearly, and championed by leadership.

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