A Mini Case Study
Read Part I of this mini case study.
How will Sally keep those employees who are not high potentials engaged when they cannot attend any training programs?
Sally might use any of the following options to keep non-high potential employees engaged and continuing to learn/develop their skills when they cannot attend training due to budget cuts:
- Share articles with employees via an internal knowledge base.
- Hold book club meetings in early mornings, during lunch or end of day where employees might read leadership-focused books and discuss how they could apply those strategies on the job.
- Create best practices communities for employees where they can share with each other.
- Enable for employees to work on special project teams where they can get exposure within the organization and build their skills/knowledge.
- Arrange for mini brown bag lunch & learns (60 – 90 minute sessions) and invite speakers in on a variety of topics or ask internal employees with specific skills/expertise to lead sessions.
What would you recommend Sally do to engage those employees who are not selected as high potentials?
