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Develop Your High Potential Employees

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The smartest, most flexible and fastest-growing businesses in our modern economy have a few things in common, especially when it comes to staffing. If you look closely, you’ll notice that the healthiest companies always think ahead. And they almost place employee development and pipeline building at the top of their list of corporate priorities.

Paying attention to a long term staffing strategy has a two-fold effect: first, it helps managers and company owners retain their most talented and valuable hires. At this point in history, company loyalty for its own sake is a thing of the past. Gone are the days when talented employees would stay with an employer through thick and thin, in good times and bad, simply because the employer-employee relationship was viewed as a life-long commitment. If company owners feel no remorse as they lay off teams without warning, then employees should feel no remorse as they walk out the door to pursue better opportunities—and they don’t. The only way to earn respect and get your employees to care about your company is to show respect and actively care about their careers.

Second, the workplace may be a revolving door, but hiring is still an expensive process. And so is training. If you invest in an employee for years, and then have nothing to offer when it’s time for her to advance, that demonstrates poor planning and the inability to collect on your investment. Likewise, if you cultivate long term employee for decades and then allow them to retire without grooming and training a replacement, then as they walk away, years of institutional knowledge will walk away with them.

Develop Employees with Long Term Planning

Start your pipeline building process from day one—in fact, before day one. Start during the selection process. Choose employees whose personal one, three, and five year goals align with the needs of your organization. Then when you bring them on board, start cultivating these employees during the very first year. Don’t just train them for the job they have; train them for the job they’ll step into when they’re ready to take on more responsibility.

This may mean providing access and exposure to carefully chosen mentors. It may also mean enrolling your employees in higher education programs and paying for their tuition. And it will certainly mean keeping a close eye on them as they grow, gain confidence, and reveal specific sets of strengths, weaknesses, and areas of interest.

For specific detail on how to create an employee development plan that works, reach out to the Little Rock Staffing experts at CSS.

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