Staff development

Employee development is a very broad concept. Caring for employees is particularly important today, as we are still facing the long-term consequences of the COVID-19 pandemic. Statistics show that today’s employee struggles with stress, often with depression, burnout, and financial concerns. For employers, the challenges related to the aftermath of the pandemic mean the need to understand employees’ needs, their weaknesses, fears, and also their expectations of the employer. Creating programs aimed at supporting employee development should therefore be a consequence of understanding their expectations and needs in this area.

In companies where the employer cares about employee wellbeing and development, one can observe greater efficiency, loyalty, and engagement among staff. Research shows that investing in employee development also brings measurable benefits for the organization. This includes increased staff productivity (by up to 35%), reduced absenteeism (by up to 50%), and lower employee turnover (even by up to 66%).[1]

Activities that support employee development

Activities aimed at employee development should be treated as an investment in employees. Such an investment benefits both the organization and the individual employee. On the one hand, employee development includes career planning, improving qualifications and acquiring new skills. On the other hand, it contributes to greater job satisfaction and increased employee potential. The goal is to achieve the best results and strengthen organizational capabilities.

Investment in employee development includes activities such as:

wellbeing packages,
EAP (Employee Assistance Programs),
webinars and training sessions,
lectures,
workshops,
individual psychological consultations,
mentoring sessions,
coaching sessions,
mental training.

Why is it worth investing in employee development?

Through systematic and conscious efforts to support employee development, such as health prevention, needs assessments, psychological support, workshops, and training programs, organizations build the mental resilience of their employees.

Research conducted by Thomas Wright and Russell Cropanzano demonstrates a relationship between an employee’s psychological wellbeing and higher productivity. The researchers showed that employees’ mental health is just as important as their physical health.

According to the report Mental Wellbeing of Employees in Poland[2], about 65% of employees in Poland struggle with professional burnout or experience its symptoms. Moreover, as many as 84.7% of respondents claim they are afraid to inform their employer that they need support for mental health treatment, and 81.3% believe employees are afraid to report the need for support in the area of mental health prevention and mental wellbeing.

Access to psychological support therefore protects employees from stress, burnout, and other occupational illnesses. Another important benefit is improved communication and the reduction of workplace conflicts between colleagues. Through training programs and workshops, employees learn, among other things, the importance of better collaboration, giving feedback, and avoiding conflict situations.

Motivating and developing employees in an organization

According to James A.F. Stoner and Charles Wankel, motivation is something that initiates, directs, and sustains human behavior (1997, J.A.F. Stoner & C. Wankel). Motivation drives people to act and plays a significant role in organizations. It is thanks to motivation that employees perform their assigned tasks. Motivation also makes employees more creative, willing to take on new challenges, eager to learn, and open to acquiring new skills.

A. Maslow presented the hierarchy of human needs, considered one of the most popular motivational theories. In this hierarchy he included:

Physiological needs (basic, lowest level),
Safety needs,
Belonging needs,
Esteem needs,
Self-actualization needs (highest level, the top of the pyramid).

Research conducted by F. Herzberg shows that in motivating employees, two stages should be distinguished. In the first stage, managers should introduce actions that prevent employee dissatisfaction and ensure psychological hygiene. In the second stage, they should move on to satisfying needs that act as motivators. Implementing such actions increases both job satisfaction and motivation to work.

In cases of burnout, depression, or other disorders affecting functioning, people often experience a decline in motivation. This directly affects the quality of work and an employee’s longevity within the company. It is worth remembering that development strengthens the sense of being motivated. As people, we naturally strive to achieve more in life.

The key to an innovative future for any company is enabling employees to better understand themselves. Confronting obstacles allows them to realize how to gain satisfaction from their work. Conscious employers therefore implement development-supporting solutions such as training programs, workshops, or coaching sessions that help employees deepen their self-knowledge while simultaneously building their mental resilience and self-awareness.

Motivating employees through feedback

One way to motivate employees is by appreciating them in the organization through feedback.

Appreciating employees produces very positive results, as confirmed by numerous scientific studies. It has been observed that positive reinforcement motivates employees to work more efficiently and creatively. Employees become more engaged in their tasks and more willing to cooperate rather than compete with one another. They often identify more strongly with the company’s success and develop a stronger sense of responsibility for their work.

Additionally, employees who feel appreciated view their workplace and supervisors more positively. They also generate more creative ideas, are more open to change and unconventional thinking, and are more willing to take on new challenges. They are also more inclined to implement new solutions rather than simply perform routine tasks.

Positive feedback is a very effective way of motivating employees. However, certain principles should be followed when providing feedback:

everyone (including you) has the right to express concerns, opinions, and defend their perspective;
accept the opinions of others as well as your own (regardless of their form);
set personal boundaries;
respect the boundaries of others.

According to Maslow’s hierarchy of needs mentioned earlier, people have emotional needs and expect work to help satisfy them. Therefore, it is important to ensure that employees feel appreciated, motivated, and willing to take on new challenges in the workplace.

Employee needs that a conscious employer can meet

Research shows that a conscious employer can effectively support employee competence development by:

providing opportunities for professional development (Halbesleben et al., 2014);
offering support from a mentor or team (Hobfoll, 1989, 2002);
ensuring employee autonomy (Hobfoll, 1989);
providing regular positive feedback (Maslach & Leiter, 2005);
maintaining clear compensation rules;
including all team members in communication;
organizing training or relaxation workshops where employees can learn, share experiences, express their emotions, build relationships, and experience the strength of group support.

What benefits come from investing in employees’ mental health?

Benefits for companies investing in employee development and wellbeing include:

increased productivity, efficiency, and job satisfaction,
reduced risk of burnout and occupational diseases,
lower risk of mental health problems,
fewer days of absence,
reduced employee turnover,
mitigation or elimination of anxiety symptoms,
equipping employees with tools that increase mental resilience,
strengthening the sense that the company cares about employee wellbeing.

Employee development with Avigon.pl

Our offer includes psychological support packages for employees designed for both small companies and large international corporations. Within these support programs, we provide opportunities to expand knowledge through webinars, training sessions, and workshops. Knowledge gained through psychoeducation can be used by employees both in the workplace and in their personal lives.

Additionally, individuals seeking professional advice can benefit from individual online consultations via video or chat with a psychologist, psychotherapist, or crisis intervention specialist. We also offer crisis intervention services and a dedicated helpline. It is worth noting that psychoeducation in the form of regular meetings is not only preventive but also helps build new psychological competencies among employees.

Meetings with Avigon.pl specialists take place remotely at convenient times. Thanks to an individualized approach to creating action plans, we are able to meet the diverse needs of our clients.

We provide support in the following areas: psychological, coaching, nutritional, therapeutic, and sexological. At the employer’s request, the Avigon platform also offers support to employees’ families.

If you would like to receive psychological support or more information about our services, we remain at your disposal.