Q12: This last year, I have had opportunities to learn and grow.

Challenge Me: The need to learn and grow is a natural human instinct. Where there is growth, there is innovation.

Managers, try this now: Create stretch goals for your employees. These goals should involve acquiring new knowledge and skills that already align with team members’ goals.

Action Tool: Engaging Conversations: Learn and Grow

People want to know that they are developing and progressing in life. Managers can empower employees to feel that they have had a chance to grow at work by helping them identify learning opportunities and encouraging them to develop.

The most effective managers make time to discuss growth with employees by asking some of the following questions:

  • Are there things you need to learn to do your job better?
  • How can we build a team environment that emphasizes acquiring new knowledge?
  • In what situations in the past six months have you felt that you were learning new things?
  • What are you looking forward to in your job this year?
  • What experiences are you challenging yourself with this year?
  • What types of learning opportunities are you interested in?
  • What goals do you have right now? How can I help you accomplish these goals?
  • What was your most significant accomplishment in the past year? What was your most significant accomplishment since you have been here?

Originally produced by Gallup. Adapted with permission.

More Q12 resources

For many people, progress in a role distinguishes a career from employment that is “just a job”. To improve and progress, employees need to feel someone or something is challenging them.”
- Gallup

Three Ways to Challenge Employees to Learn and Grow

Continuous
An environment that encourages continuous learning
Expanding
Short-term “stretch” goals that motivate employees to expand their current knowledge or skill set
Aspirational
Career-oriented development plans that align with each person’s strengths and aspirations

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