Motivate Staff to Continue Developing Their Skills

What supervisors can do:

Encourage employees to take ownership of their jobs and to strive for personal excellence.
Be knowledgeable, and share resources and referrals.
Make sure job responsibilities are clear and useful.
Discuss skills that are essential to be successful in the job.
Provide opportunities for increased responsibility and career advancement.
Give honest recognition for work achievements.
Model the need for continuous learning.

How supervisors can act:

Encourage employees to do an honest assessment of the job responsibilities and determine where they may have skill shortfalls or skills not being fully utilized.
Discuss and create a development plan during the performance planning cycle.
Endorse employees' attendance at classes and activities that support the unit's objectives, development plans, and goals.
Discuss what employees learned in classes and support the integration of new ideas/methods into their work responsibilities.
Provide timely behavioral feedback on performance and discuss ways to improve and develop further.
Provide opportunities for employees to develop through:
- Supervisor and peer coaching
- Cross-training
- Rotating work assignments
- Committee and task force assignments
- Mentoring
- Internships
- Campus staff organizations
- Professional associations
- Skill assessment programs
- University degree and Extension programs

Causes of Low Commitment:

Lack of appreciation, reinforcement
Low satisfaction, motivation
Low employee ownership/involvement
Misunderstood/unrealistic expectations
Lack of trust
Lack of self-confidence
Lack of attention to employee's needs
Differences in values, personality type, style (with manager, peers, customers, etc.)
Workload level (too much, too little?)
Current responsibilities unconnected with career ambitions
Conflict
Personal problems

Actions to Raise Commitment and Competence

Talk with the employee - Consider: