Develop your Development Tactics

The last thing any employer wants to do is leave their employees out to dry after training day. Employee growth does not end with training, they should continually develop their skills. Whether it is through training seminars, team building exercises, or promotion opportunities, there are a multitude of ways to develop employees.


Training seems like the most obvious way to educate employees. It is a good way, but training is a never-ending process. It does not stop after the first week. Sometimes it is good to have a refresher course to make sure all employees are on the same page. This also creates a good environment for employees to ask questions about their responsibilities. Training can be beneficial for all employees, not just the new or lower-level ones. Managers should be trained on effective ways to take control of situations. Long-term employees can be trained on new technology.

Team Bonding

Team building is another monumental tactic to develop employees. If an employee does not feel comfortable around their coworkers, a tense environment is created. If a person feels unsafe, they are more likely to leave the scene, this is no different in a work zone. Teams depend on each other, and if one part of the team is weak, the team cannot function efficiently. Sporting events, holiday parties, and volunteering opportunities are a great way to see who your employees really are. This may result in switching teams up, but if the change will bring like-minded people together, it is worth it.


Every employee wants to feel like they have opportunity to grow. An employee will want to grow your company if you take the time to grow them. An employer should make it known that their employees will be taken care of financially, and they should offer promotions, raise opportunities, and recognition to the employees who deserve it. An employee who is stagnant will not be able to grow themselves, which means they will only be able to develop the company so much.


Give feedback critically, constructively, honestly, and frequently. After all, if an employee is doing something wrong, they should know about it, so they do not make the same mistake again. If the employer is clear enough, every level of management below the boss should be able to provide proper feedback that reflects the ideals of the head.


Providing any type of resource that will help an employee learn cannot hurt the company. A resource could be as simple as procedure manuals, job descriptions, and a company handbook in order to make sure that there are no boundaries standing between an employee and understanding how the company works. Resources could include outside training opportunities. It could include seminars and helpful websites, books, and magazines. These resources should be open and updated for employees.

Be the Example

Setting an example is critical. Every employee looks to their boss to see how to handle working for this company. “An employee will see the value of the development process when they see their current leadership continue to develop personally and professionally,” Steve Olenski, writer of the Forbes article claims. It is a monkey see, monkey do situation. If a boss wants his or her employees to keep progressing, he or she needs to grow themselves.

It seems simple enough, but how do you grow when you’re already at the top? You can attend the same trainings as your employees, it helps them see that you’re supporting their learning. An employee should be up to date on the industry their company is, and share updates with the employees.  This is the way that employers can build trust and a comfortable environment.

Bosses who are engaged in their work practices send a positive example to their employees. Employees will follow a well set example and be more inclined to attribute to it. Being vague, contradictory, or unclear in any way can harm the business. Being clear can only help.

Not enough?

According to a Forbes article titled: 8 Key Tactics for Developing Employees, there are a multitude of other ways, not aforementioned, that an employer can develop their employees. Forbes touches on many tactics that are not time as time consuming. Ideas include, giving constructive feedback, supplying resources, and setting an example.

Development cannot stop, and nor should it. No one is exempt from development. Push every level employee forward. After all, if you’re not moving forward, you’re going backward.