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Sometimes Managers Need to Say No to Development and Advancement
Employees Can Take the Initiative for Their Own Development
In the article Career Development, Business Coaching and Training we see how employees themselves need to take ownership of their own development insofar as not waiting around and relying totally on managers to provide them with training or business coaching to advance their skills and knowledge.
The Objectives of the Business Need to Come First
Conversely, it is also important that managers do not feel obligated to try and reward everybody or give in to their employee's every wish. It will often not be practical or possible for every worker to be given the exact job role or opportunities for self-development that they desire without detracting and negatively affecting the quality of work and level of output necessary for the actual successful functioning of the business.
Sometimes employees may focus so much on their own individual desires for promotion and advancement that they forget about the needs of the business in terms of the requirement to make a profit and bring in enough revenue to cover the costs and expenses such as staff salaries. It may simply not be possible at the present moment for the manager to take a person away from their workplace duties in order to provide them with business coaching or allow them to attend a classroom-based training course.
Promote Staff Only When Necessary
When it comes to promotion the manager needs to only promote a person on merit and when the business case calls for it. If they promote everybody who complains loudly when there is no need for that promotion (e.g. making everybody a manager), it can lead to problems from factors such as increased wage bills (a person promoted to a managerial position will expect a higher salary) or so many managers giving orders that it not only creates confusion, but also nobody left to actually do the tasks rather than giving instructions to others!