Personal Development Techniques & Peer Recognition
When looking at all things personal development, not only does it further accelerate employees’ productivity but it also contributes to a substantial decline in employee turnover rates over time.
It should then not be a surprise that some of the top reasons why DevOps engineers leave their jobs are:
Low salaries and benefits
Unrealistic workloads and deadlines
Toxic work culture
Given that a lack of opportunities for growth accounts for close to half of DevOps employees’ turnover rates, mentioning that they’re not satisfied with the training they receive reiterates the importance of a well-planned approach to support ongoing learning.
A wider range of support offers can be iran telegram screening implemented by understanding employee performance, preferences, and environment.
Providing tailored assignments that allow employees to focus on their skills or passion not only helps build commitment to the job but it also acts as a motivator. This can stem from a simple 15-minute project or a year at another agency.
However, advocating personal development courses and upskilling techniques are not enough. For companies to gauge effectively and understand when their employees’ experience & sheer talent peak in their daily work, employers must effectively harness peer recognition.
A United States Postal Service (USPS) sales organization recently attempted to engage peer recognition by enabling employees to identify behavior associated with new skills learned by setting up a simple online platform. The group oversaw an overall employee engagement rise of 8 percent in the initial pilot group. Such strategies were then used to improve work across the company.