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No training program should remain
static. As a company grows, its needs and perspectives change based on employee
demographics, external trends, and the availability of training tools and
programs. Possessing low self-worth can lead people to have poor moods, fall
short of their potential or struggle to manage relationships with colleagues.
However, overly high levels of
self-worth can lead to an inability to learn from experiences, including,
importantly, from failures. In a business sense, managing employee self-worth
is a skill in itself. Effective line managers and team leaders use the
resources of their organization to strike a balance of productive levels of
Before employers can make
decisions regarding leading, training, personnel and employee investment, they
must believe that improving employee self-worth is valuable. This belief can
come from a range of sources.
Before assessing training costs,
managers must address the following questions- Will training and development
lead to success, and will it improve individual performance? However, the time
and cost of developing training, motivating employees through facilitation and
focusing on personal development can create a setback.
Employees may develop low
self-worth through reinforced feelings of inadequacy and negative talk or actions.
A vicious cycle may occur that can spiral out of control if left unchecked by
themselves or others. HR and line managers have the responsibility to ensure
that their workforce does not suffer from low self-worth, especially given that
their feelings can impact their actions at work.
A business filled with people
eager to learn and develop is a sure sign that a company hired well or can motivate
and develop employees. Achieving this environment is not as easy as it sounds,
but this investment in employees can harness the full value of the workforce,
promoting loyalty and retention.
Understanding and motivating
employees are the keys to increasing self-worth in the workplace. Training can
help employees understand how their work fits into their company’s structure,
mission and goals. Employees often become more motivated when they understand
how their work matters. However, training on core skills may not be the same as
Employees often know as well as
or better than managers when their work processes or productivity could be
better. In many cases, they are missing the tools or education to achieve their
potential. Training, particularly for departments and teams, can improve work
quality and outcomes. As a result, employees feel happier in their work, become
more excited about the prospect of success and develop higher self-worth.
Employee engagement is more than
just liking a job and wanting to do well. Employee engagement is a vital part
of your business model. Companies with more engaged employees have a 51% higher
productivity rate when compared to those with a lower number of engaged
employees. (J.K. Harter; 2010)
Training and development
opportunities should be seen as an investment in vital human resources. When
companies offer training to their employees, they must remember the importance
of illustrating the value their people have. Demonstrating succession planning,
a commitment to training and development, and a long-term commitment to
employee career progression is vital.
Developing employees’ self-worth
can promote attachment, loyalty and enthusiasm. It should also make the
majority of employees keen to structure their learning and development so that
it meets organizational needs. As a result, the organization will develop an
ideal atmosphere for learning and growing.
Zvemhara is a consultant at Industrial Psychology Consultants (Pvt) Ltd a
management and human resources consulting firm.
+263 4 481946-48/481950/2900276/2900966 or cell number +263 783168453 or email:
email@example.com or visit our website at www.ipcconsultants.com
This article was written by one of the consultants at IPC
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