How work and employee expectations are changing post-pandemic
Employee expectations are evolving after the pandemic changed the way we work. See how to adapt your business to new ways of doing things.
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An essential part of any effective management is preparing the next generation of leaders of your organisation. Having a business succession planning process in place ensures that your junior employees are ready to rise to the challenge when current leaders leave or retire.
Supporting professional growth through training and development opportunities cultivates leaders who will ensure the continued growth and development of your company.
But implementing effective leadership development relies on accurate data. You need to know which employees are exceeding expectations, help them set goals to enhance their leadership skills, track their progress and forecast their growth in the company. You can make this a reality with our sophisticated cloud-based HR software.
Our HR software takes the guesswork out of your succession strategy. It provides a single source of reliable information, so you can instantly assess potential leaders based on their past performance and progress. When you’ve identified employees with leadership potential, you can use succession planning software to start actively developing the necessary skills in them.
Sage’s HR software lets you set leadership development goals based on current performance insights and then monitor, measure and record employee’s growth. Our flexible and intuitive dashboards allow you to instantly customise, download and share reports to ensure everyone has visibility on progress.
Identifying employees with the potential to lead your company is one of the first steps to the succession planning process. Look for employees who consistently exceed expectations, show superior commitment to the company and its values, and play an important role within their departments.
A potential future leader is often mistakenly identified as someone who has risen through the ranks quickly or someone who is consistently a high performer. While these are important factors, a talent and succession planning process should identify the employees who can drive not just themselves but the whole team to perform better.
Natural leaders tend to have a restless energy that they’re keen to put to good use, even if it’s outside of their role. Frequent reviews and effective performance management provide insights into who is taking on extra responsibility and consistently going above and beyond.
Studies have shown that early and frequent feedback is more effective in promoting leadership development than annual appraisals. Strong communication between employees and managers allows businesses to effectively train and prepare future leaders.
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