Companies normally focus on job development rather than individual development. While this kind of job-focused process is easier to administer, it can be frustrating for employees and costlier for the organisation.
An individualised approach to development would start with the employee, not the job. This would help in enhancing employee motivation and engagement.
In the long run, this would also save the organisation’s time and money by eliminating unnecessary training.
Candidates are looking for workplaces that value flexibility. Offering flexible policies could mean that the organisation is allowing staff to spend their time and salary differently.
Personalised agreements help employees to demonstrate that their own preferences are valued and recognised.
Workplaces have staff at different stages of the employee lifecycle, so expecting communication and activities to be the same for all would be naive at best, and not the smartest move at worst.
The focus should be placed on different experiences along the way. Taking the time to personalise these experiences helps maximise your employees’ engagement across their lifecycle.
There is no “one size fits all” approach when it comes to workplace productivity. Employees should be treated as individuals to enable them and the organisation to develop.
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