In my opinion, one should always keep oneself abreast with the latest industry trends. Once a candidate joins the workplace multiple tools or channels can be used such as 1) classroom or instructor led training (this is suitable for newly joined and entry level folks) and 2) online training tools (are advisable for existing employees to up skill, learn and grow). One can use the buddy approach by creating experts on the floor who follow the tell show do model and guide newcomers through normal as well as tricky and unusual situations Most organizations thus use a blended approach they begin with classroom training and end it with on the job training. Real live situation are encountered and best learnt through on the job training.
On the job training helps an employee perform his/her best in the current role. To upgrade this form of training will not suffice. Most organizations have e-learning platforms with a multitude of programs to choose from. Here, one can learn and grow at one’s own pace. This may not be related to one’s current job, but is available to employees who wish to grow.
Companies should have learning platforms for the supervisory staff that consists of topics they need to know as they grow in their current roles. Companies should also install development assessment centers for supervisors in order to understand the gaps they need to bridge. This is of prime importance.
There will be a greater focus on self learning and employees will be empowered to use the intranet for e-learning and exploration. Just in time training is more cost effective and should be encouraged. Employees will have to use their own resources to learn to grow.
Set up an effective framework. HR should help employees choose mentors or buddies with great care, Monitor the process and ensure certifications at each level.
It is not unusual, for the politics of a workplace to creep into your professional life. And un-cooperative colleagues may be the first ones to lead a campaign against you. On most occasions, you put on a brave smile. However, prolonged hostility from colleagues / subordinates / supervisors can create havoc on your career. Most of us prefer to remain silent, fearing a backlash from our bosses, colleagues, subordinates and customers.
Generally, we are not equipped to handle this professional hazard. If you are a supervisor, you tend to get frustrated and distance yourself from your sub-ordinates. A person may hesitate to delegate work to his colleagues aware that he or she won’t co-operate.
Clear and effective communication: Be clear with your colleagues in terms of work. Tell them exactly what you want. Always have a friendly and co-operative attitude. Like in all relationships, communication is the key. Have a lengthy dialogue at an individual level to understand where your views conflict.
Trust and Empathy: Co-operation from a peer/sub-ordinate/co-worker has an element of mutuality. It takes a certain level of interpersonal skills to understand the psyche of a coworker. You must show empathy towards your colleagues. Step into the other person’s shoes and analyze the situation.
Space: Organizations roles must be clearly defined i.e. each and every individual should have a clear idea about this duties and responsibilities.
Control your temper: Don’t lose your temper even if your colleague is irate, rude and sarcastic. Never pass personal comments about your colleagues. It will only aggravate the matter.
Define objectives: Suppose you are working on a project that benefits you largely, chances are that you colleagues won’t support you whole heartedly Clearly outline the project objectives and stress on common benefits.
Change you perception: Don’t jump to conclusions. Your colleagues may have misunderstood or misinterpreted some of your actions. Reflect on where you may have gone wrong and rectify your mistakes.