A company’s long-term success is strongly influenced by its employees’ internal motivation to work and to do a good job, according to Anna Jonsson, Ph.D., associate professor at the School of Business, Economics and Law at the University of Gothenburg in Sweden.
More businesses should understand that investing in teaching and training their employees means investing in their own business, believes Jonsson. However, in order for that to be fruitful for both the organization and the employee, following up on this learning is crucial, as it also creates a feeling of involvement of being seen and heard.
“Many people are motivated by developing and learning and not just by receiving a salary at the end of the month,” said Jonsson.
“We often hear about how employees have to negotiate their way onto a course, or how happy one is to finally be sent to that ‘leadership course’. But not as frequently about how the lessons learned are subsequently utilized and followed up by the employer. If the lessons learned are not sought-after or valued, then the will to use them or to share this knowledge and know-how will also decrease.”
When businesses understand that their future development and success are dependent on the development of their employees, they will be better equipped to meet change and rising and falling demands. Instead of wasting time searching for the right level of competence, they are already developing employee competence within the workplace.
“The focus should be on how we are better able to use the resources we have in order to create sustainable success. The master-apprentice model is one example of how this can take place in practice,” said Jonsson.
At Mannheimer Swartling — a successful Swedish law firm — training and learning are a part of the day-to-day duties, for partners as well as for associates and support personnel, and are not regarded as a sideline activity. The best law students are attracted to work there as they see the opportunity for personal development and for being involved in and contributing towards the company’s development and success.
“I believe we can learn a lot from how we are able, with a clearer structure and a strong learning culture, to unleash time for development and learning for professional development and thus sustainable success for the organization,” said Jonsson.
Source: University of Gothenburg