Iron Sharpens Iron
The key to successful employee development lies in giving team members the chance to become leaders.
Too often, when an employee is promoted, management assumes the development process is complete. This is a critical mistake—it halts growth for both the individual and the team.
Leadership comes in two forms: natural-born leaders and those shaped through guidance and mentorship. Many of the most effective leaders combine both qualities.
Developing High Achievers
How do you continue developing someone who is already high performing? You treat them as an individual rather than just a top performer. Just as professional athletes continue to train in the off-season to improve their skills, employees—both high performers and those still learning—require ongoing development. This responsibility falls squarely on management: failing to develop your team is slowly depleting them.
Giving Leaders Opportunity
The best managers grow their team through opportunity and hands-on experience. Leaders must be given the chance to lead. Micromanagement stifles development and prevents the creation of a team you can trust to perform when you’re not present.
Here are strategies to develop strong leadership within your team:
1. Give the Lead
Allow emerging managers to assign roles for projects. This enables them to delegate effectively, gain hands-on experience, and earn the respect of the labor team.
2. Recruitment and Termination Responsibilities
When managers can participate in hiring or terminating employees (within company policies), it demonstrates trust in their judgment. Leading a crew gives them firsthand insight into team dynamics, highlighting both high performers and those who may require additional guidance.
3. Moderate Spending Power
Providing a company credit card for material purchases is a trust-based gesture that encourages responsibility and accountability.
4. Encourage Communication
Crews should feel comfortable reporting concerns or problems directly to their manager. Step back and allow them to lead—often employees prefer speaking with their immediate leader rather than higher management.
5. Promotions and Raises
Empower managers to identify employees for promotions and raises. This teaches them to recognize top performers and identify those who need extra support.
6. Respect and Inclusion
Treat managers with trust and confidence. Involve them in meetings, and listen to their perspective on site operations. They are your eyes and ears on the ground, and their insights can help improve efficiency, resources, and brand representation.
Investing in the development of your leadership evokes the notion of “iron sharpens iron”. You will grow your business, your team and yourself when you pour your resources into forging the best individuals. At Phoenix, career development is a keystone to our company. We drive our team to excellence, because we know their success is our success.
