Blogs

How to Support Your Employees Career Growth

A lack of career growth is one of the top reasons why employees quit their jobs. Employees are promised career growth during the hiring process, but unfortunately, a lot of companies are not really willing to discuss or help their employees. 

 

How career growth improves employee retention:

According to BetterUp, studies show that employees who don’t have a clear way to advance their career path will leave their company for a new job. This makes sense if you think about it — few people want to keep the same title and salary level for years on end.  

 

The fact is, employees are always learning new things on the job. They might even be working on career development on their own time. And if you don’t recognize their growth with promotions or other advancement opportunities, employees may begin to feel underappreciated.

 

So, what can you do to support your employees’ career growth? P2L’s Your Career course can help you and your employees achieve success together by helping them excel and carve their own career path. This will also keep employees engaged and motivated.

 

Course objectives:

 

  • Reflect on their identity—what’s important to them, what they are good at, and what they like to do. 
  • Explore their reputation—how others perceive them and the impact of their reputation on the work they are attracting. 
  • Identify actions for minimizing the disconnect between identity and reputation and maximizing alignment.
  • Obtain ideas for building a vibrant, mutually beneficial “career community.” 
  • Prepare for career disruptions—unintentional or intentional.
  • Clarify their career vision and identify actions for making it happen.

 

Your Career can be run in one session or three distinct chapters, depending on your organization’s specific needs.

 

What’s now

This is about understanding key aspects of who you are, how you’re perceived at work, and how the difference between the two affects your career development. This chapter explores: 

  • Identity: What’s important to you? What are you good at? What do you like to do?
  • Reputation: How do others answer those questions for you and what kind of work are you attracting? 
  • Alignment: How do you bridge the gap between identity and reputation?

 

What’s next

This is the acknowledgment that, to get to where you’re going, you have to have a vision, you have to have a plan, and you have to have the right people around you. This chapter explores: 

  • Career Community: The five roles that everyone needs in their network. 
  • Networking: What it is and what it’s not for the short and long term. 
  • A Plan: Identifying steps for reaching your vision.

 

What if

This supports preparedness for when the inevitable change (either good or bad) happens. This chapter explores: 

  • Career Storytelling: How to envision your future and action plans based on your toolbox of accumulated skills and experiences. 
  • Resilience: How to move forward from career disruptions. 
  • Buffers: Ideas for creating distance and gaining perspective.

 

Contact P2L today for any questions or inquiries about this course.

How to Improve Your Presentation Skills

Poor presentation can cost businesses time, money, and opportunities. Great presentations can help you make a sale, secure investments, or land large client accounts. Learning how to make a great presentation can be the key factor to achieve success.

 

According to Business News Daily, 1 in 25 people reported walking out on a presentation that lasted too long. Another 25% admitted to having been so uninterested in the material that they fell asleep. And 1 out of every 12 people were so unengaged by a business presentation that they spent time browsing a dating app.

 

So how can you improve your presentation skills?

 

  • Research

The first step is to research the topic you will be presenting. Gather all the information needed and interpret the data. Researching ensures that you know the topic very well and you are prepared for any questions they might ask

 

  • Organize

Organize all the information and data you gathered. Think about the different points you want to share and which examples will effectively support each point. Create an outline and present them in a way that will make sense to the audience. 

 

  • Delivery

The last step is the actual presentation. Now that you’ve done all your research and organized your thoughts, you’ll feel more confident and prepared to present. Don’t rush the presentation and focus on pronouncing each word clearly. 

 

Tips when making a presentation:

 

  • Minimize slide content

Include only the essential information and highlight the high impact words on your slides. By doing this, you can capture your audience’s attention and make sure they are engaged.

 

  • Adjust your presentation to your audience

Business presentations are a great opportunity to persuade your audience and show them your point of view. A strategy that helped a lot of leaders improve their presentation is to meet and greet their audience before starting their presentation. This will help you know them better and adjust your presentation according to their needs and interests.

 

  • Personalize

Appeal to your audience but don’t forget to personalize it. Be authentic, share personal stories or experiences, and put your emotions into it. People prefer authenticity and leaders they can relate to. When they don’t feel a connection to you and your presentation, they will immediately disengage.

 

The only way to get better at presenting is to practice. The more you do it, the less you’ll be nervous next time. You can learn and develop all the skills you’ll need when presenting with our Presenting Skills course. The next date for this course is on the 14th of November. Enroll now!

3 Reasons Why You Need to Upskill and Reskill Your Employees

 

The last two years changed the workplace and work culture drastically. Employees and employers had to adapt to sudden challenges brought on by the pandemic. 

 

According to TrainingMag 57 percent of U.S. workers want to update their skills, and 48 percent would consider switching jobs to do it. In addition, 71 percent of workers say job training and development increase their job satisfaction, and 61 percent say upskilling opportunities are an important reason to stay at their job. On top of all this, studies show that 94 percent of workers would stay at their company if their company invested in their careers.

 

Upskilling vs Reskilling

 

Upskilling

  • Refers to the process of teaching employees new, advanced skills to close talent gaps. The skills they acquire can also help them perform better in their current job role. According to a research done by LinkedIn,  94% of workers said they would choose to stay in their current job if their company invested in their career growth.

 

Reskilling

  • Refers to the process of acquiring new skills required to perform a completely different job role. Research shows that by 2025 more than half of all employees will require reskilling due to technological advancement

Why upskilling and reskilling matters more than ever

 

  1. Technology advancement

Technology has made many jobs obsolete. If businesses don’t invest in reskilling or upskilling their workers, they will quit, and in the end the company will lose top talent.

     2. Helps develop self-awareness

Through upskilling and reskilling, employees can discover their strengths and limitations. This will help them understand which areas need more focus and work. These programs can allow employees to track their progress. 

     3. Reduces turnover rate

Rehiring and severance fees can cost a lot. To avoid employees from quitting, invest in developing their skills and teach them new skills they can use to do their role better. This will help reduce employee turnover rate which can positively impact your company’s reputation.

 

An important factor to consider when upskilling or reskilling is to list all the current skills that your employees have and think about the skills they can develop to help not only you and your company, but also their career growth. 

 

Thinking of Upskilling and Reskilling your employees? P2L has a variety of courses available. From leadership development, employee engagement, to information technology, we can help you and your employees achieve success. Contact us today to get started.

 

Advantages of Using Augmented Reality in Business

Technology is changing the world rapidly. Organizations can use these changes to advance their goals more effectively, to promote and grow their business, to educate their employees in a more efficient manner, and to attract more clients. One of the latest technologies P2L has adopted as a new and exciting way of learning is Augmented Reality (AR).

 

What is Augmented Reality?

 

Investopedia defines Augmented reality (AR) as  an enhanced version of the real physical world that is achieved through the use of digital visual elements, sound, or other sensory stimuli and delivered via technology. Unlike virtual reality, which creates its own cyber environment, augmented reality adds to the existing world as it is.

 

If you’re wondering if your business could benefit from Augmented Reality, here are some reasons why most businesses should invest in Augmented Reality.

Advantages of using Augmented Reality

  • It creates a unique experience

Whether you’re using Augmented Reality for the first time or it is your 100th time trying it, it can always create a unique experience for users. It’s so easy to see and experience your surroundings in a new way without actually having to change them. 

 

  • It’s efficient for onboarding new employees

Using Augmented Reality makes it easier and more efficient to train employees. Training modules can be recorded while the employees follow along and practice tasks with minimal risk to workplace operations.

 

  • It saves you money

Companies spend a lot of time and money to see the final product only to end up with something they don’t actually like. With Augmented Reality, companies can create a digital sample to see what features will look like next to objects in the real world.

 

  • It boosts user engagement

Since the beginning of 2020 businesses have shifted to using AR to advertise and attract customers. Scannable product labels, interactive ads, store signage — these are some ways how AR can be used to boost user engagement.

 

  • It’s an effective marketing strategy

Augmented Reality allows customers to try and see how a product works before buying them. Customers will more likely come back and give the product a try because of their experience. This also attracts repetitive engagement since it’s fun and interactive.

 

Augmented Reality will continue to develop and expand in different business industries. It will be interesting to see its growth in the next ten years. Businesses should incorporate Augmented Reality as early as now to stay ahead of the competition. Contact P2L today if you want to learn more about Augmented Reality and how you can use it to grow your business. 

 

Manage Professional Growth

Indeed defines professional growth as gaining new experiences and skills to positively impact your current position and any role you are likely to pursue in your career. By expanding your skills and thinking ahead, you are preparing yourself to handle more responsibilities. Regardless of your position, there is always more to learn.

 

Here are some tips to advance your professional growth

 

  • Master your industry

Some work industries require a more in-depth knowledge and skills than other industries. By mastering those information and skills, you will be able to better communicate the issues your industry is facing.

 

Take time each week to read news and articles written about your field of work to ensure you are continuously growing. You can also join professional groups that target other professionals in your industry and attend lectures or seminars with them. Lastly, look for opportunities to apply the things you learned in your workplace.

 

  • Further your education

Whether your goal is to advance in your career at your current organization, transition to a new role elsewhere, or work in a brand new industry, furthering your education is one strategy that can help you get there. Continuing your education shows employers that you are a lifelong learner who values self-improvement and that you can always keep up with the changing demands in the industry.

 

  • Take performance review seriously

Performance reviews are an excellent way for employers to show employees where they are meeting expectations and where they may be falling short. For employees, they are also an incredibly effective way of making it known that you have goals for professional development. By letting your employer know about your goals you can work together to identify a plan of action that will allow you to get where you want to be.

 

  • Track your progress

Keeping track of your performance will ensure that you remain committed to your plan and allow you to improve your efforts if your progress begins to slow. It is also important to avoid self-doubt and frustration.

 

Doing the same thing day after day will not only stop you from learning and growing, but you might also begin to regress. To reverse this process, you have to challenge yourself and expose yourself to potentially uncomfortable or new situations that allow growth to take place. P2L’s Managing Professional Growth course equips leaders with a proven employee-manager conversation structure focused on increased engagement, development, and mutual success.

Coaching Conversations

Be An Adept Executive With Executive Coaching - A woman with ponytail is shaking hands with a man who is wearing a tie across a desk.

 

Coaching conversations help employees learn to take ownership of their challenges and be responsible for their own actions. Instead of directly answering them, ask them questions and allow them to come to their own conclusion when deciding.

Great Coaching Conversations: The 5 Cs.

According to Transformational Leadership, these 5 Cs sum up a great coaching conversation:

  • Clarity: Be clear in what needs to be communicated. Think of the specific changes that your employee will benefit from in the future?
  • Compassion:  Instill the mindset that feedback is a gift. Let them know that you’re on their team and working toward the goal of helping them reach their potential. Then, ask the employee what support they need to follow through on the coaching given.
  • Curiosity: Approach from a place of curiosity rather than judgment. Ask what could they have done better.
  • Confirmation: Acknowledge the emotion. Restate your understanding of what the employee said.
  • Commitment: Ask them the most important takeaways for them from this conversation, the new behaviors that they will practice, and determine follow-up actions

 

Here are the things you’ll learn after taking this course :

 

As a result of this workshop, participants will be able to:

  • Prioritize coaching as part of a leadership strategy
  • Identify and leverage the elements of the EC2 prompt: Explore, Collaborate, Commit
  • Explore the levels of listening and utilize mind-opening questions
  • Practice applying EC2 techniques through a coaching conversation

Coaching conversation is not about teaching, but learning and making your employees aware of their potential. Sincerely allotting time to coach can encourage employees, thus leading to new ways of thinking, innovative solutions, and valuable learning.

 

For more information about this course, please check this page from P2L.

 

Career Conversations

Climb Up The Ladder By Acing Career Conversations

 

Career conversations are exactly what they sound like—a conversation with someone about their career and their future. It is common for businesses and organizations to avoid or ignore career conversations due to a number of reasons. But career conversations are important to have with your employees since they’ll feel more secure with their job and they’ll have more certainty about their future goals.

 

How to prepare for a career conversation 

Here are some tips from SHRM on how leaders can prepare for a career conversation :

 

Prepare and anticipate the tough questions. There will always be some tough questions employees throw out. If managers don’t have immediate answers, postpone answering and suggest revisiting those issues later or try brainstorming answers with the employee. Commonly asked questions are :

  • Will my job be here tomorrow or in six months?”
  • What options do I have to be secure at work?”
  • How can I possibly achieve my career goals in this economy?”
  • What can I do to recover from mistakes I’ve made and repair my reputation?”
  • How can I talk about my accomplishments without sounding arrogant?”
  • How do I learn about other options in the organization without turning off my manager?”
  • How do I stay current with all the changes in this business? Who do I need to know? What do I need to do?”

Managers should place themselves in the shoes of their employees and anticipate their concerns. It’s more important to anticipate the questions than have all the answers. 

Follow a process to determine objectives. Here are five critical keys to opening an effective career conversation with an employee: Appreciate, Assess, Anticipate, Align and Accelerate.

 

  • Appreciate Uniqueness. Help employees recognize their unique talents, skills, abilities, personality traits, passion and accomplishments to make career choices that fit.
  • Assess Capabilities. Help employees discover their capabilities, build reputation and assess individual and team performance in order to build strong networks in their industry, organization, profession, job and personal life.
  • Anticipate. Help employees consider and anticipate trends in their industry, organization and profession, and how the trends will affect choices.
  • Align Aspirations. Help ensure that individuals see how their aspirations, talent, goals and passion are in “sync” with the mission, goals and strategies of the organization.
  • Accelerate Learning. Connect individuals to mentors, projects, and learning opportunities to help achieve their goals and support long-term organization strategies.

 

Ask Questions—Get Personal and Real. The best way to get to know an employee (and to help one understand himself or herself better) is to ask powerful questions.

Appropriate questions will prompt thinking and self-reflection. When a manager asks the right questions, employees realize that their manager is prepared. They know that their manager cares, which establishes confidence and trust.

Managers can’t give advice to employees on options if they don’t know the individual’s interests, skills, passion and aspirations. Together, they should thoroughly explore the questions “How am I unique?” and “How is the world of work changing?” Employees’ career choices must be related to the changes that can be predicted in their industry, profession and organization.

 

Plan How to Start a Conversation. If a conversation is started thoughtfully and with an objective in mind, managers will be amazed at the conversational journey they’ll have. Examples of starting questions:

  • What are my capabilities? What are the critical skills in the employees’ job, and how would they rate themselves? Choose three people who can rate their work; what feedback would they expect from them? What are some ways to get feedback about their reputation at work?
  • How can I accelerate my learning? How do they learn the best? What would they like to do to increase their skills? What is the perfect learning job? What training or learning program interests them? Who would they like as a mentor, and how can you, as their manager, help them get that support?

 

Tell the Truth—Engage Employees as Partners. If you don’t know the answer to a question, tell the employee the truth. Don’t pretend to know. Don’t make up stuff. Don’t make promises that can’t be kept. Turn a lack of knowledge into a joint exploration and shared experience. Talk about working together to get an answer. Have a discussion in which the two of you can figure out how best to answer difficult questions. Use these discussions to appreciate and honor your career.

 

 

Genuine and meaningful career development is made possible through effective, ongoing career conversations. When designed correctly, career conversations should promote insight and awareness into oneself and allow the exploration of future possibilities and opportunities. 

 

P2L’s Career Conversations course can help guide you in having a conversation with your employees. Contact P2L today.

 

Employee Survey

 

Employee Surveys are one of the most valuable yet underutilized market research methodologies available. They provide you with quantitative information and actionable clarity about how your organization is performing at every position.

Types of Employee Surveys:

 

  • Employee Engagement Survey: this measures how valued employees feel by your company and leadership. This is important if you want to reduce employee turnover.
  • Organizational Effectiveness Survey : this helps organizations improve their long-term effectiveness by gathering feedback from employees. 
  • 360 and Leadership Identification and Development : this survey provides extensive data on how well an employee is performing. 360 surveys can also help assess professionals in leadership roles. The goal of 360 leadership assessment is to provide leaders with insights into their performance, potential, and areas of improvement.
  • Onboarding Survey : this survey is given to newly hired employees. The employee evaluates their overall experience with the recruiting and onboarding process
  • Exit Interview Survey : this survey is used when an employee leaves your company. The results can be used to improve your company and the specific job responsibilities for the role that is being vacated.

Why conduct an Employee Survey?

  • Gives employees a voice. It is an opportunity to establish two-way communication and involve employees in the development process. Being actively involved and included in the planning process makes employees feel that their opinions are valued.
  • Measures employee engagement and satisfaction. Measuring employee engagement is important to understand whether your team is happy and satisfied with areas such as company culture, benefits, morale, and so on.
  • Understand which areas need improvement. After gathering data about employees’ satisfaction, you can now identify which areas need more improvement in your organization. 
  • Driver for change. With any market research project, it is important to use the results to establish some changes in the organization. Because the surveys are anonymous, employees can freely share their thoughts. Employee surveys are an excellent first step to change the culture in an organization.
  • Results can be used for marketing and recruitment. You can use the positive feedback to promote your business especially when hiring new employees. Job seekers will be more encouraged and motivated to apply when they know what they can expect from your business.

 

Continually surveying employees can give you a clear picture of where your company is and where you want to be. Leaders can create a plan of action to resolve any issues, as well as continue implementing whatever strategies are working well. 

Contact P2L today and we will help you conduct an employee survey for your company.

Why is Performance Management Important?

Why is Performance Management Important

 

What is Performance Management?

According to Spice Works, Performance Management is the process of continuous feedback and communication between managers and their employees to ensure the achievement of the strategic objectives of the organization. 

 

The definition of performance management has evolved since it first appeared as a concept. What was once an annual process is now transitioning to continuous performance management. The goal is to ensure that employees are performing efficiently throughout the year, and in the process, address any issues that may arise along the way that affect employee performance. 

 

Performance management helps managers and employees see eye-to-eye about expectations, goals, and career progress. It can also help managers to adjust the workflow and recommend actions that will help employees achieve their objectives.

 

Why is Performance Management important?

 

  • It creates measurable performance-based expectations
  • It develops specific job performance outcomes
  • It aligns employee’s goals with the company’s missions and goals
  • It facilitates constant communication between managers and employees
  • It helps employees feel valued at their job

 

Partnering for Performance Course

 

Managers often view performance management as being primarily the end-of-year performance review. In truth, performance management is an ongoing, year-round function. The annual review is merely the culmination of the performance conversations that have taken place throughout the year. In this course, managers learn how to:

 

  • Collaboratively develop performance goals
  • Provide feedback and coaching toward those goals
  • Review performance results

 

What will you learn :

 

  • Use a three-phase process to effectively manage performance
  • Assess employee strengths and development opportunities
  • Apply the SMART goal-setting formula
  • Help employees prepare for the goal-setting discussions
  • Apply follow-up techniques to ensure commitments, goals, and standards are being met
  • Apply a structured approach to conducting the performance review
  • Use language that focuses on development vs. criticism
  • Establish a safe climate for collaborative performance discussions
  • Apply collaborative techniques to create a two-way dialogue
  • Handle difficult performance discussions

 

Because performance management establishes concrete rules, everyone has a clearer understanding of the expectations. When expectations are clear, the workplace is less stressful and employees are more productive.

 

Contact P2L today!

5 Reasons to Play Elite Commander.

P2l’s brand new game elite commander is a soft skills workshop aimed at building practical real-life skillsets. This article will delve into 5 reasons YOU should play elite commander.

 

Don’t worry; we’ve got plenty of reasons. 

  1. Value.

While the gaming world offers inherent value in streaming, e-sports, and VR therapy, Elite Commander offers that same value in translatable skills. 

 

This game will teach leadership, conflict management, and problem-solving skills. All developed by the trusted course leaders P2L is known for. 

 

  1. Immersive Landscape.

Elite Commander takes place on a raging battlefield. You’ll be assigned the duty of protecting and leading your team to victory through your choices. 

 

Like the most popular games of the modern age, Elite Commander allows you to submerge yourself in its atmosphere. Therefore creating a unique, valuable experience.

 

  1. Unlockables.

Just like all popular games of the modern era: Elite Commander has a rewards system.

 

These rewards range from stylish cosmetics for your characters to checkered medallions as bragging rights. (Pre-Orders get a unique medal.)

 

Whether you’re playing Elite Commander in the classroom, workplace, or with your friends: these collectables will keep incentive fresh among your crowd.

 

  1. High-End Gameplay.

Developed on Unity by P2L’s experienced programming team, Elite Commander runs like butter. Before release, every frame, bug, and exploit has been carefully smoothed over. They are leaving no room for error or wrongful usage of the product. 

 

As far as 3D game engines go, Unity is among the best. 

 

  1. It’s Enjoyable.

So often will you find games with so much promise and sloppy execution. Elite Commander breaks that trend with a unique and enjoyable experience. 

 

We learn best when having fun, and take it from us; this game is FUN. You’ll be surrounded by three quirky characters, each with distinct personalities and learning styles. Learning to adjust your leadership style to match each member is rewarding enough, and that’s when we leave out the action-packed gameplay. 

Overall, Elite Commander is a fruitful experience for the classroom, workplace, and just casual learning.

 

(If you’d like to pre-book a free copy or arrange a custom version of the game for your school board or business. Contact us here.)