This is the fourth and final post in a four-part series on how managers can set new hires up for success. You can click to view the previous posts on providing detailed feedback, building relationships that will lead to stronger sales performance and maximizing strengths and working around weaknesses.
Ongoing coaching and strength development are key factors in retaining people long-term, yet statistics show employees often feel as though they don’t have a specific development plan. According to a Saba survey, 60% of leaders believe they provide employees with a clear career path, but only 36% of employees agree. The very best managers spend time coaching their people and have an individualized development plan for each person.