How encourage employers to take risks

How to encourage employees to take risks

Some useful tips for HR Professionals

Are you an HR professional searching new ways of encouraging your employees to take risks at their workplace and seizing the opportunity of considering professional risks as a moment of growth? It is never easy embracing risky situations that might lead to failure or disappointment, but it is important to wisely support your employees when the time is right.

During challenging projects employees must take risks in order to raise the bar and experiment innovative and unknown methods. But what is the best way to encourage them to take risks?

Develop a performance philosophy

A performance-driven culture demands a performance philosophy. Make a commitment to align individual goals to the company’s overall strategy and have more frequent performance-related conversations that focus on career development. Share this philosophy plainly and clearly with everyone.

No matter where your company is on the growth curve, creating a performance-driven culture that provides purpose and encourages communication will help you retain and motivate your best employees — and that will keep your business ahead of the competition.

Make the performance discussion valuable for employees

Critical to this is giving HR, managers and employees the tools to allow everyone to see the business’s key objectives, connect these with our own objectives and track our progress toward achieving them. This transparency gives everyone a stake in the process and tangible evidence to prove that what they are working on is what really matters.

Communicate more with your employees

Communication remains one of the most important and powerful tools that every manager or HR has. You shouldn’t expect perfection from the start; people need practice giving and receiving feedback with regularity to become effective at it. Most managers either want or need additional help when it comes to coaching employees and teams toward improved performance. That said, short, even awkward conversations are better than not purposely touching base on performance at all. With each month, the discussions become smoother and more valuable for both the employee, the manager and, ultimately, the business.

In order to get employees to take risks you need to create a culture that encourages risk.

Here are some ways your organization can build a risk-taking culture:

  • Develop a “try it out” atmosphere.
  • Discuss opposing viewpoints.
  • Be accepting of failure.
  • Educate on risk taking.
  • Reward risk-taking behaviour.

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