Enrichment
This is probably the most important option to discuss—but it’s also one of the most ignored. Most folks seem to think they need to move out of their current position to develop. Never has this been less true. Most of your employees’ work is changing constantly. Job enrichment means a change in what your employees do (content) or how they do it (process), and it inevitably involves learning.
Here’s the critical question for you (and them) to ponder: What can employees do, or learn to do, that will energize their work and bring them closer to achieving their goals and the goals of the organization?
I worked for a great boss as a project manager, but I knew (and she really knew, too) that I could do more. I had fantastic artistic skills (if I do say so myself), and my boss did something about it. She sent me to graphic recording school and has used my new skills in her business. I am thrilled!
—Project manager
GO TO Enrich
Be sure your employees understand that enrichment goals can prepare them for future moves and enhance or add to their skills.
To Do
For clues about potential enrichment opportunities, ask your employees these questions:
What do you enjoy most about your job?
What could be added to your job to make it more satisfying?
What assignment would advance you further in your current work?
Which of your current tasks is the most routine? Who might you train to take this over?
Building on the new information, develop a plan with your employees that would help them move toward a meaningful personal goal.