Employee Development and Motivation

Importance of Setting Career Goals

Career goals are the specific, measurable, achievable, realistic, and timely (SMART) professional objectives an individual would like to achieve throughout their working life. Based on the SMART framework, the goals individual employees seek to achieve must be realistic and achievable to avoid disappointment. Even though career goals are personal, employees who successfully achieve these goals can help the organization achieve its goals: Employee Development and Motivation.

For instance, a finance graduate who has just been recruited into an organization may set the goal of becoming a chief financial officer in an organization at some point in their career. Since getting to the top involves a lot of work, such a student will put in the necessary effort toward, helping the organization achieve its goals in the process.

According to Greco and Kraimer (2020), one of the reasons why employees need to set career goals is that it motivates them to work harder and stay productive. To that end, it is important to celebrate small wins along the way because this motivates one to stay on course. Also, having career goals in place helps one to focus on what is important, given the multiple distractions one is likely to encounter as they work on their daily tasks. Distractions become a lesser threat once an employee sets clear career goals.

Additionally, having clear goals bolsters an employee’s image in the eyes of the employer. It is highly likely that an employer may inquire about their employees’ career goals early on during their recruitment or consistently throughout their time in the organization.

An employee who can state clearly what their goals are will be perceived positively by the employer, and in return, the employer will offer the employee the support needed to achieve these goals (Greco & Kraimer, 2020). In the same breath, long-term career goals shape one’s future professional aspirations by helping them align their daily habits with the set goals.

The Role of Training and Development

Training and development, which refers to educational programs that equip employees with the necessary skills, competencies, and behaviors, can help them achieve long-term career goals. One of the ways training and development help employees achieve their career goals is by bolstering their sense of safety and resilience during change (Upadhyay, 2023). For instance, in the age of technological advancement, organizations leverage various technological tools to bolster productivity.

With the right training in place, employees will not be scared that technological advancements will oust them. Instead, a well-trained employee knows that they will find a way to use new technology to their advantage. Such well-trained employees cannot be distracted from their career goals by environmental changes.

Moreover, training and development initiatives bolster employees’ sense of confidence. Such employees feel comfortable and not threatened when handling new challenges (Upadhyay, 2023). Besides, training and development impart new skills to employees such that when they face new challenges, they handle them with confidence.

There is also the element of attitude change, which makes employees embrace correction if they are well-trained. Such employees embrace positive feedback and believe that learning is a continuous process. With such an attitude, the journey to achieving one’s career goals becomes seamless.

Furthermore, training and development initiatives help employers win their employees’ trust. Apart from scaling positive productivity, such initiatives also empower employees to embrace learning at their own pace. That way, employees will dedicate similar effort to pursuing their career goals, having learned to be patient in knowledge acquisition.

Other Employee Development Initiatives

Apart from training, an alternative employee development initiative can be assessment. Assessments gauge how an employee’s performance aligns with set expectations and job-relevant traits (Dachner et al., 2021). For instance, there may be an employee who is good at their job and qualifies for promotion, but lacks the necessary soft skills.

Such an employee does not need comprehensive job training, but rather an assessment that will reveal the areas they need to improve on before being promoted. For example, it could be that one unknowingly speaks to others in a dismissive tone. Once they are assessed and informed about their weakness, they can work to improve through self-learning.

In addition, professional networking can improve how an employee performs their role. Networking can be achieved through benchmarking, whereby employees interact with peers from other relatively better-performing organizations. While at it, employees will learn good practices, which they will replicate in their roles.

Manager’s Role in Employee Development

One way managers can contribute to employee development is by making direct demands on employees in terms of their commitment to learning. Managers may ask their employees critical questions touching on their roles in the organization (Wallo et al., 2021). As a result, employees will be pushed and challenged to come out of their comfort zones and pursue higher competence.

This managerial behavior is particularly helpful to those who display a negative attitude to learning or do not make any attempt to acquire new knowledge altogether. Although this approach does not align with transformational leadership traits, it is an effective way to address employees who resist development.

References

Dachner, A. M., Ellingson, J. E., Noe, R. A., & Saxton, B. M. (2021). The future of employee development. Human Resource Management Review, 31(2), 100732. https://www.sciencedirect.com/science/article/abs/pii/S1053482219301500

Greco, L. M., & Kraimer, M. L. (2020). Goal-setting in the career management process: An identity theory perspective. Journal of Applied Psychology, 105(1), 40–57. https://doi.org/10.1037/apl0000424

Upadhyay, R. (2023). Role of training and development on employee performance: A quantitative investigation. Psychology and Education, 55(1), 563–571. https://doi.org/10.48047/pne.2018.55.1.69

Wallo, A., Kock, H., Reineholm, C., & Ellström, P.-E. (2021). How do managers promote workplace learning? Learning-oriented leadership in daily work. Journal of Workplace Learning, 34(1). https://doi.org/10.1108/jwl-11-2020-0176

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Assignment Details

Employee development and motivation are important for fostering a productive, engaged, and high-performing workforce. Organizations that prioritize employee growth through structured development plans and effective motivational techniques experience increased job satisfaction, retention, and overall business success. Motivation plays a crucial role in employee performance, influencing their willingness to contribute beyond basic responsibilities.

Strategies such as recognition programs, incentive-based rewards, and opportunities for career advancement are powerful tools in sustaining employee enthusiasm. Besides external motivators, organizations need to remember that some employees thrive when presented with intrinsic motivators, such as meaningful work, autonomy, and professional growth.

Employee satisfaction is a key indicator of workplace success because it directly affects morale, productivity, and retention rates. When retention of employees is low, it costs the organization a lot of money to recruit and hire individuals to replace those who left.

Employee Development and Motivation

Organizations want to achieve a high retention rate. Human resources (HR) professionals must implement strategies that promote a positive work environment, including fostering strong leadership, encouraging open communication, and ensuring work-–life balance.

A structured employee development plan serves as the stepping stone for professional growth, Development plans should be tailored to individual strengths and career aspirations while addressing skill gaps. Doing this ensures that employees remain motivated and equipped to meet ever-changing job demands.

By mixing motivational techniques with development strategies, organizations can build a thriving workplace culture that drives both employee satisfaction and long-term success. Employee development is a win-win scenario for the employer and employee.

Read this article: 6 Reasons Why Employee Development is Key.

Then, please write a 3–5-page paper that addresses the following:

• Why is it important for employees to set career goals?
• What role does training play in helping employees achieve their career goals?
• Other than training, what other kinds of activities can help employees achieve their employee development plan?
• What can managers do to help develop their employees?