HR News

Q12 Article Series: Q6. There Is Someone at Work Who Encourages My Development

Gallup’s Q6 statement “There is someone at work who encourages my development” highlights the importance of employees having a mentor, coach, or supervisor who actively fosters employee growth. Employees develop faster and engage more effectively when they have a supervisor or other mentor who is invested in their career progression and provides guidance and opportunities for learning. Research demonstrates that employees who receive encouragement in their development are more likely to be engaged and motivated in their work.  

Tips for Supervisors: 

  • Hold Team and 1:1 Check-ins and Discussions: Ask how employees feel about their work and what they enjoy most. Identify tasks they would like to try or explore in their current roles. Discuss learning opportunities and team successes.  Ask employees what they want to learn and how you can support learning opportunities.     
  • Conduct Individual Development Conversations: Explore challenges employees face, discuss their short and long-term goals and identify job enrichment opportunities that will support their growth. Gallup suggests the following guiding questions that supervisors can utilize to gain further insight about their team members: 
    • Do you believe you are being challenged at work? What challenging experiences are you facing? What challenges are you being encouraged to take on? 
    • In the past six months, have you developed any new relationships or partnerships to support you in your work? 
    • When you are “in the trenches” getting the job done, what are some ways we as a team can help you? 
  • Recognize and Reinforce Strengths: Provide exposure to new challenges and responsibilities based on strengths. Celebrate progress and validate employees’ contributions.   

 Tips for Individual Contributors: 

  • Seek Personalized Development Opportunities: Identify areas where you want to grow or new skills you want to acquire. Have conversations with your supervisor to align your development goals with your current role.  
  • Engage in Ongoing Conversations About Growth: Don’t wait for annual reviews—initiate regular discussions with your manager about progress and challenges. Share how you prefer to receive feedback and recognition and discuss any challenges you would like to tackle. 
  • Embrace Continuous Learning and Experimentation: Development is a continuous process, not a one-time achievement. Celebrate personal milestones and look for new areas where you can expand your current skill set. 
  • Collaborate to Build a Supportive Team Environment: Participate actively in team development activities and offer support to peers. Explore ways to improve team dynamics by suggesting areas where you or the team can grow together, such as skill exchanges. 

George Mason Resouces 

  • Explore the many Performance Mangement Resources (VPN access is required for this page) including SMART goal setting, the Monthly self-reflection report, Questions to Ask during a One-on-one discussion, and more. 

This article was written by Adrianne Jones. For additional information, visit the Faculty and Staff Experience Survey website or email engagehr@gmu.edu.