Possessing a 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 the spectrum of 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 employee self-confidence.
Costs, Benefits and Ethics Surrounding Employee Development
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 ask themselves, “Will training and development lead to success, and will it improve individual performance?”
From an ethical perspective, the answer to these questions is, on the whole, going to be “yes.” However, the time and cost of developing training, motivating employees through facilitation and focusing on personal development can create a setback.
Employees may develop a 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 has the ability to 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 What Motivates Employees
Understanding and motivating employees is the key 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 motivational training.
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 a higher self-worth.
People Are Assets to Be Developed
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. Clearly 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.