Education should not be limited to just an employee obligation. In this scenario, it is essential that the company also understands its role. In fact, this topic should be part of the organizational culture.
But we have to add an extra word when talking about education. Here, it is important to understand that it is not enough to just offer courses and lectures to employees, but to explain their role in career management.
For example, the use of platforms with updated and quality content can be a way to give employees the power to be the protagonist of their own knowledge journey.
Goals need to be aligned
In the past, companies would prepare people within their area of lebanon whatsapp data expertise to take on a managerial position. However, nowadays, it is not uncommon to find professionals who no longer necessarily aspire to this career advancement.
This occurs precisely because of the employee's role in understanding what their personal goal and purpose at work are. In this case, it is essential that there is a dialogue between the company and the employee, and especially the alignment of these goals.
“If you take a professional between 20 and 30 years old, it’s unlikely that this person will be thinking about spending 10 years of their life at their current company. And this person’s company probably knows this. So, why not take a much more transparent approach and really think about how I, as a company, can help you become a more attractive professional while you’re here delivering results to me? This will have a huge impact on working relationships,” says Laura.
Corporate communication used in different practices
When we talk about corporate communication , structured models such as internal marketing and internal communication immediately come to mind. Of course, they have fundamental importance. However, other approaches are emerging with the constant changes in the way we communicate.
One of them is informal communication, such as instant feedback. For example, an analyst-level employee can request feedback from a manager in another area who worked with him on a project. This makes the flow of information in the company much less hierarchical, leaving aside the boundaries of each department.
In this way, the company promotes an organizational culture in which people can contribute to the development of other professionals even if they are not their direct managers.
Another practice is to create mentoring programs or platforms in which people are willing to share their knowledge. A company director, for example, may want to learn more about digital marketing from a person who is an expert in this subject, who may be a coordinator from another area, for example. In other words, learning occurs regardless of hierarchical level, barriers between departments or areas.
All of this is day-to-day communication, it is the way people communicate in their personal lives. It is up to companies to increasingly align their internal practices with external behavior.
To put it in context: as people, we are used to solving everything with the help of technology, through applications. When you join a company that offers an outdated computer, with conflicting information, and a bunch of hierarchical barriers that make it impossible to communicate with certain managers, this creates a cognitive dissonance in the professional, resulting in a lack of engagement.
Therefore, the company needs to keep up with this flow of communication, through highly structured internal marketing actions and campaigns. But it also needs to bring this into everyday life, more quickly and in a way that reaches employees much more frequently, not limited to moments of major campaigns and projects.