I remember April 2020 vividly, when the coronavirus pandemic was in full swing, when the streets of cities were empty due to the first lockdowns , and when online columns began to fill with content about crisis management and caring for employees. As challenging as that period was for all of us, I was actually glad that more than ever, more emphasis was being placed on employees and their psychological well-being. In other words, it seems that companies that took care of the aforementioned aspects got through that period more easily than those companies in which the primary goal was profit, without any focus on interpersonal relationships.
Employees are sometimes like plants – beautiful plants that can be a joy to watch grow and bloom. However, for that to happen, we need to put them in a special kind of soil, water them regularly, weed them, prune them when they start to grow, and continually care for them, so that one day they will grow into those beautiful flowers.
“Human resources”, “human resources development”, “human resources director”, etc. What does it even mean? Let’s start with the official definition. Potential can be briefly defined as someone’s ability to develop, achieve something or achieve success. Some prefer the term “human resources”. Personally, I am not a fan of that term, because a greece whatsapp data resource is something that is consumed and changes when it is consumed. Of course, we are all interchangeable and cannot do the same job with the same quality our whole lives, but it is much more “pleasant” to put ourselves in the perspective of potential – something that you “put” in the work environment and develop, and it pleasantly surprises you with its development and final form.
So how do you develop your employees? As a psychologist by profession, I am always equally fascinated by the realization of how different we are all, and how important this individualized approach to people is. We could produce tons of content on the topic of this blog, but I would single out seven components that would not be a bad idea to focus on when talking about employee development. And if we haven't done much about it so far – here is a great starting point.
To give trust
Perhaps the most challenging component of good leadership is to trust your employees. Many leaders (especially those who run small private companies) struggle with trust. What if my employees don't do a good enough job? What if they do damage? What if they embarrass the company in front of clients? Of course, these are all possible scenarios. However, living in constant fear won't get us very far.
Trust (or rather, the lack thereof) most often has two causes. The first is previous life experiences, in which we may have been repeatedly burned in relationships with others, who betrayed our trust. The second is most often the high work standards we have, which is why we often believe that no one can do the job as well as we can. Trust simply needs to be given. Yes, of course it can be betrayed, but it can also lead to great success.