4 Ways To Invest In Remote Employee Professional Development From Afar - Hone
4 Ways to Invest in Remote Employee Professional Development from Afar
by Danica Tiu
We’ve put together a list of four best practices your managers and organization can do to invest in professional development from afar.
1. Make Time to Talk
To get started, encourage your managers to bring up professional development goals during weekly or bi-weekly 1-on-1 meetings.
2. Know Your Resources
As an L&D lead, it’s your job to ensure your managers are familiar with -- and have access to -- your company’s policies and programs
3. Invest in Online Learning
Hone blends the best of expert-led small group training with a powerful behavior change platform.
4. Define Career Ladders
To build a detailed career ladder frameworks for each of your company’s departments, you’ll want to outline experience and skill requirements for each job level
Employee development should be top of mind for all companies, regardless of whether their employees are in the office or working from home.
How To Prepare Managers For Mid-Year Reviews - Hone
How to Prepare Managers for Mid-Year Reviews
by Sam Levine
Mid-year reviews are the perfect time to pause and reflect on an employee’s performance, reassess goals, share feedback, and discuss professional development opportunities.
1. The ability to objectively evaluate employee performance
We’re all victims of our own biases. When it comes to performance conversations, managers need to be aware of their unconscious biases so they give everyone a just and fair evaluation.
2. Leading with empathy
When your managers approach performance conversations this year, remind them to act with empathy and go into these conversations with an open mind.
3. Giving feedback remotely
Conducting performance reviews over Zoom can be a little tricky as it’s harder to read body language and understand how employees are reacting to positive or constructive feedback.
Employee Resource Groups
To guide these conversations, Hone recommends training managers to use Sir John Whitmore’s GROW coaching model—which stands for Goal, Reality, Options, and Way Forward.
Just remember: professional development conversation should not be reserved solely for annual and mid-year reviews. Based on your conversation, managers should set periodic progress check-ins to hold reports accountable and keep these goals top of mind.
While introducing diversity and inclusion programs and initiatives can make a lasting difference to your organization, it is no longer enough just to focus on righting internal inequality and injustice.
What is the difference between a “do no harm” and being “anti-racist”?
A “do no harm” company is one that just “checks the box” when it comes to diversity. An “anti-racist” company goes a step further to dismantle workplace inequities by truly prioritizing anti-racist policies and behaviors within its team and organizational structure.
How can your company become anti-racist?
While there aren’t formal steps to take, a good place to start is admitting what you don’t know, actively working to deepen your awareness, and taking responsibility for how you show up as an ally to your employees and your community.
You should strive to become such a strong example of an anti-racist workplace that groups that perpetuate hate despise your company and the way you treat your employees.
Too much of the same is never a good thing, especially in the workforce: homogenous teams are more likely to think similarly, take fewer risks, and even make flawed decisions. Building a more diverse team, on the other hand, can bring together a wider variety of perspectives, skillsets, experiences, and backgrounds.
What is workplace conformity?
When people feel excluded, different, or alone in the workplace, they sometimes feel the pressure to conform to socially accepted standards and expectations in order to better fit in. This can have a negative impact both on the employee and your business.
What is workplace exclusion?
Workplace exclusion is the act of purposely or unintentionally leaving someone out, emotionally or physically. It is a form of workplace bullying, although it can be hard to identify.
Why is workplace exclusion bad and how can it lead to a culture of conformity?
A sense of belonging is a core human need. Research shows that our brain responds to a lack of belonging the same way it does to physical pain.
So, what is the alternative?
Building a culture in which every employee feels seen, heard, and valued is no small task, but when done right, you can kiss workplace conformity goodbye and reap the benefits of a company culture that brings people together, not apart.