In today’s working world, which is characterized by constant change and advancing digitization, the targeted promotion of employees is decisive for the long-term success of a company. It is no longer enough to pursue only short-term goals – companies must retain their talents in the long term with a clear vision and a structured development perspective. We are thinking of
An example of this commitment is Sarah Weber, a talented junior designer. She is representative of many employees who want to develop but see no clear prospects for their professional future. The company recognized early on that a structured strategy was needed to retain talents like Sarah and achieve the company’s goals at the same time. This is where SWISSTEACH came into play.
CONCEPT FOR EMPLOYEE DEVELOPMENT: UNTAPPED POTENTIAL
The starting point was clear: despite Sarah and her colleagues‘ excellent technical expertise, a large part of the team felt professionally blocked. They felt that their potential was not being sufficiently utilized due to a lack of an employee development plan, which led to frustration and declining motivation. The lack of clarity about their professional development made many doubt whether they would stay with the company. Sarah even considered changing employers because she no longer saw a long-term perspective.
But not only the employees had a problem – the company itself also noticed that untapped potential was slowing down the company’s development. Ideenfabrik Müller GmbH faced the challenge of creating a clear and structured employee development plan that not only helps employees but also promotes the company’s growth. Without such a concept, valuable talents would be lost.
THE SOLUTION: INTRODUCTION OF AN EMPLOYEE DEVELOPMENT PLAN
The management of Ideenfabrik Müller GmbH, represented by Mr. Müller, made an important decision: In order to promote talents like Sarah and retain them in the company in the long term, a structured concept for employee development had to be created. The development process should take into account both the individual goals of the employees and the overarching company goals.
The choice fell on SWISSTEACH, a LEARNING MANAGEMENT SYSTEM PROVIDER, to implement this project. It is important to understand that SWISSTEACH is not a provider that takes over the comprehensive data management of a company. SWISSTEACH is the strategic partner for the area of training and further education and supports with its know-how and many years of experience in aligning the development of employees with the company’s goals. The result: employee goals and company goals go hand in hand and are consistently aligned.
In this specific example, an effective development plan is based on three core points:
- Clear objective: The career goals of the employees must be brought into line with the goals of the company. This not only helps to motivate employees, but also ensures that their development supports the company strategy.
- Transparency: Regular feedback and measurable progress are crucial to evaluate the success of the development plan and adapt it if necessary.
- Flexibility: The development plan must be flexible enough to respond to the individual strengths and needs of the employees. This ensures sustainable development.
IMPLEMENTATION: STEP BY STEP TO SUCCESS WITH a SUITABLE EMPLOYEE DEVELOPMENT PLAN
The first phase of implementation began with a comprehensive analysis of the skills and development needs of the employees. SWISSTEACH supported Ideenfabrik Müller GmbH in this analysis by recording the strengths and weaknesses of the employees and creating individual development plans. These were then integrated into the LMS
GLOBAL TEACH®
to monitor progress and provide targeted support.
A concrete example from Sarah Weber’s development plan: Her goal was to be promoted to Senior Designer within the next two years. To achieve this goal, various measures were defined:
- Technical training in the field of product design to deepen her expertise
- Participation in leadership seminars to expand her management skills and prepare for a possible leadership role
- Mentoring by experienced colleagues to benefit from their practical experience and optimize their own skills in the design process
The use of GLOBAL TEACH® made it possible to document and transparently track all steps – both for the company and, above all, for Sarah. In this way, she was able to see her progress in real time and received valuable feedback that supported her further development.
EMPLOYEE DEVELOPMENT PLAN: TRAINING AND FEEDBACK ROUNDS
Another central component of the development plan were the regular DIGITAL EMPLOYEE TRAININGS and feedback rounds. These were organized directly via the LMS, which enabled efficient management and tracking of development activities. The flexibility of GLOBAL TEACH® made it possible to adapt training and further education measures to the specific needs of the employees.
Sarah took part in various online courses and attended practice-oriented workshops. At the same time, there were regular feedback rounds with her superiors to discuss progress and adapt the plan if necessary. This transparent and structured approach helped not only Sarah, but the entire team to develop continuously.
EMPLOYEE DEVELOPMENT PLAN: SUCCESS THROUGH TARGETED EMPLOYEE DEVELOPMENT
The introduction of a structured development plan with the support of SWISSTEACH and GLOBAL TEACH® was a complete success for Ideenfabrik Müller GmbH. Sarah and her colleagues not only received clear professional perspectives, but also the necessary tools and resources to achieve their goals.
In addition, from the time of the strategic revision of the development process, changes in the objectives on the part of the employees and also on the part of the company could be mapped much more effectively and translated into the right measures.
The example shows how important it is not only to win talents, but also to promote them in a targeted manner. The continuous development of employees is a decisive factor for the long-term success of a company. And an LMS like GLOBAL TEACH® makes a valuable contribution by structuring and making the training process transparent.
In this way, the development process not only promotes employees, but also strengthens the company in the long term.
Are you facing a similar challenge and struggling with comparable problems? Would you like to know more about the possibilities of