Our working environment is constantly changing (especially since the onset of the pandemic), so are our expectations and managers’ approach – meaning that the latter should focus on their teams’ needs, notably in terms of personal and professional development. When companies are abreast of their business values and goals in the long-term, it makes it simpler to consider the (future) needs from/of their teams.
This encompasses an efficient internal communication with the whole staff, so everyone can feel he/she is part of the company’s business plan and ambitions. Managers are the most likely to clearly communicate the company’s vision, as well as the required skills to scale up. On this note, it is important to free up time for both employees – to improve their skills and scale up – and managers – for self-assessment or team feedback.
When it comes to developing new skills, managers can consider professional traineeships. With a view to assess their teammates’ new skills, managers can set simulation exercises to both train and monitor them. This follow-up is essential for both managers and employees. Of course, managers themselves also necessitate to participate in professional training sessions to be updated on the latest trends in terms of team management and other aspects.
This shows that managers do have an important role to play when it comes to supervising their team’s skills development. Given the proximity to their collaborators – as managers work directly with them – they are the most capable of judging their skill requirements.
