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Managing Employees Who Aren’t Trying to Climb the Corporate Ladder

Although news stories are often focused on those pursuing leadership positions in the business and corporate world, the fact remains that most workers are quite content to simply put in a hard day’s work and then collect their paychecks. Furthermore, many of these employees form the backbone of a number of companies. Nevertheless, upper management often worries that people who aren’t trying to improve their skills and move higher up, may not be making themselves as valuable as possible to the company’s bottom line.   

Fortunately, a recent entrepreneur.com article provided some good ideas for CEOs and other company leaders who are eager to give lower-level, non-management track employees chances to grow and acquire new valuable skills.

Positive Ways to Help Lower-Level Employees Grow in the Workplace

  • Give serious thought to offering a tuition reimbursement program for all employees who enroll in classes that teach work-related skills. Of course, it’s often wise to limit such programs to workers who have been with your company for a set number of years -- and who’ve pledged to stay on for many more years into the future. Providing educational opportunities is one of the best ways to show employees you truly appreciate them;
  • Cover the fees for deserving employees to join statewide or nationwide professional associations tied to their work. When your workers network with others in their field, they’re likely to bring back fresh new ideas to the workplace and start feeling more invested in their daily work output;
  • Make (free) ongoing skills training classes available in the workplace. Many people will sign up to develop higher level computer software training classes if they’re offered; Likewise, consider offering management-level skills seminars at work and let employees know that taking part in such programs can favorably impact their salaries and future bonuses (if they excel). If nothing else, post congratulatory mention of employees’ enrollment in these classes on bulletin boards at work;
  • Encourage lower-level workers to try out new positions, possibly in new departments. 

You can help many employees by allowing them to shift positions and start working in slightly different jobs. For example, an accountant who also has especially strong interpersonal skill might actually enjoy temporarily shifting over to a job in the personnel office -- at least for a year or more;

  • Offer added vacation time or bonuses to employees who take part in various training programs. This is an excellent way to boost enrollment.

Whatever you do, keep in mind that the more connected employees are to learning new skills, especially when you pay for them, the more likely they are to keep growing in beneficial ways to your company – even if they have no desire whatsoever to run the place.

To obtain help with handling all of your Georgia business planning needs, please contact the Law Offices of Shane Smith today.  You can schedule your free initial consultation with a knowledgeable Peachtree City estate planning attorney by calling: (770) 487-8999.


Shane Smith
Advocate for the Seriously Injured in Georgia