Employee development is a decisive factor for the success of a company. Managers are faced with the task of effectively supporting and organising this process. KIROI Step 8 offers practical impulses for mastering employee development in a sustainable and structured way. The focus is on the targeted promotion, support and motivation of all employees. This article clearly describes how managers can actively manage employee development and provides numerous examples from various industries.
Employee development as an ongoing process for managers
Managers have a significant influence on employee development through selective and continuous measures. For example, a project manager at an IT company uses regular feedback meetings to recognise the individual strengths of his team members and develop them further in a targeted manner. In the automotive industry, a plant manager implements job rotation so that employees can familiarise themselves with different areas of responsibility and use the same skills flexibly. At the same time, a service provider in the communications sector relies on customised coaching offers to promote soft skills such as conflict resolution and time management. Such approaches help to integrate employee development into everyday working life and provide employees with individualised support.
BEST PRACTICE with one customer (name hidden due to NDA contract) A medium-sized industrial company used KIROI Step 8 to strengthen its management team through targeted training and peer counselling. Building on this, managers were able to hold regular development meetings with employees, which led to a significant increase in motivation and performance.
Utilising key tools and methods for employee development
KIROI Step 8 supports managers in using the appropriate tools in a targeted manner. Some tried and tested methods are
- **Coaching**: For example, a manager in the financial sector specifically promotes talent through individual coaching sessions in order to better master complex decision-making processes.
- **Job enrichment and job rotation**: In the mechanical engineering industry, these tools give teams the opportunity to acquire new skills and expand their field of work.
- **Target agreement discussions**: In retail, managers are increasingly focussing on specific target agreements with quantifiable results in order to make personal development measurable.
- **Mentoring programmes**: Large IT companies establish structured mentoring systems to prepare junior staff for management tasks.
For example, a logistics company supported a young manager through systematic coaching. At the same time, the company organised job rotation positions in various departments. This made it possible to expand competences and shape long-term career paths, which greatly benefited sustainable employee development.
The importance of communication and feedback in employee development
One key aspect is open and regular communication. A team leader from the healthcare sector introduces monthly feedback rounds in order to respond to requests and challenges at an early stage. This transparency promotes trust and makes it easier to recognise individual development needs. A software company also uses digital tools that simplify continuous dialogue and document learning progress.
BEST PRACTICE with one customer (name hidden due to NDA contract) A peer feedback system was established in a service company with the help of KIROI Step 8. This enabled employees to provide each other with targeted support, which improved cooperation and led to greater employee loyalty.
Successful employee development through clear planning and digital support
Sustainable employee development requires structured planning and digital support. Companies in the consulting sector use digital learning platforms to provide flexible access to training and measure learning progress. In the manufacturing industry, individual development plans help to identify clearly defined career paths. Targeted succession planning also helps managers to secure long-term potential and initiate appropriate qualification measures at an early stage.
A manager in the telecommunications sector combines target agreements with individual development programmes and actively involves employees in shaping their career path. This strategy ensures greater personal responsibility and motivation.
My analysis
Employee development is a multi-layered, dynamic process that presents managers with a variety of challenges. KIROI Step 8 shows how employees can be developed effectively through the targeted use of proven methods and continuous communication. Practical tools such as coaching, job rotation and targeted feedback sessions help to develop individual talents and increase employee motivation. In this way, companies can secure their competitiveness and at the same time create an appreciative working environment. Employee development remains a key issue that can be achieved sustainably with a well thought-out approach and modern support systems.
Further links from the text above:
[1] Instruments and methods of personnel development
[2] Personnel development: definition & methods
[3] Modern and successful personnel development in New Work
[4] Personnel development: goals & methods at a glance
[5] Employee development: 5 concepts, examples & tips
[6] What is personnel development? Goals, methods, strategies
[7] Personnel development: Methods for employee development
[8] Personnel development: definition, instruments & objectives
[9] Personnel development: definition, goals and strategies
[10] Personnel development - Definition | Gabler Wirtschaftslexikon
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