When it’s time to hire a position within your workplace, it’s common to look for an employee who meets the skills, education and experience requirements – not to mention someone who works hard.

Let’s say that you have an internal candidate who is applying for a higher role on your team than they currently have. All in all, they have what it takes, but they may lack some of the requirements or training needed to fulfil their role. What’s your move to help this employee succeed in their new and challenging role?

Its simple: When your company takes time to work with employees 1:1 to determine their current versus desired skills, strengths and weaknesses, and even what fuels their passions so that they feel empowered to bring their best self to work every day—the employee is more likely to succeed and grow.

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According to the Huffington Post, personal growth and development is the art of finding and transforming your employees into the person they want to become through an exploration of identity, talent, potential, as well as dreams and aspirations.

When your employees give priority to personal growth and development, they develop physically, mentally, spiritually and intellectually.

“Twenty years from now you will be more disappointed by the things you didn’t do than by the ones you did do.”

– Mark Twain

Personal growth and development empowers your employees to deliver better results and meet their objectives throughout the year.

By 2025, according to Forbes.com, employees will be 75% millennials. Are you identifying areas within your workplace to accommodate this new generation of workers? Let us just give you a hint: it starts with personal growth and development opportunities.
According to Gallup, 87 per cent of millennials have said that access to career development or career growth is a very important opportunity wherever they stay or go.

Your workplace can integrate your employees’ personal growth and development opportunities in a number of ways. The key to remember? This is the journey of an employee – not your company’s.

This includes starting from scratch and enabling employees to identify areas of skill and ability, passion and energy for certain tasks and projects, and areas of improvement or valued needs of the organisation. If the growth plan is not unique to the employee, it will likely be unsuccessful.

Employee’s personal growth and development need not fit into a box. Consider starting a book club where employees can discuss the latest trends in your industry or provide quick learning sessions where employees teach each other certain skills or areas of passion.

At the end of the day, it’s about your employees and what they need to be successful in creating a successful and successful business. If the current personal growth, development or training opportunities of your business are not successful, consider sending a survey or conducting personal inventory among employees to gauge the most effective way for them to grow and develop as individuals and employees.

We’re here to help!

PRISM Brain Map brings a great opportunity at your doorstep to know more about yourself and how you can invest in your own personal growth and development.

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