Recommendations for Follow-Up After the Retraining Program

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Recommendations for Follow-Up After the Retraining Program

Now that the layoffs and retraining program are completed, the company restructuring process must be continued to ensure the implementation of skills to practice with the priority set on employee motivation and accomplishment. Maintaining workforce morale is imperative to develop a favorable workplace for our employees, where company goals and individual professional goals complement each other (Thrill & Bovee, 2016). Competent post-retraining follow-up procedures are required and should include the development of action plans, performance outcomes evaluation, peer meetings, a system of pay raises, and promotions.

To ensure that all employees are ready to use the skills and knowledge obtained throughout the retraining program, I recommend that every manager initiates employees action plans writing to illustrate their intentions for professional growth. Instruct the employees about their performance outcomes assessment and conduct post-retraining program testing among all employees by November 28, 2020. I recommend you launch weekly one-hour peer meetings for the employees of your departments to ensure the provision of support to them and adjust their performance to company expectations. Submit peer meeting reports to the HR department every week. Such procedures are expected to develop corporate culture, motivate trainees, enhance their efficiency, and improve employee morale.

To encourage high-quality performance and a high level of motivation in employees, I recommend that a clear pay raise prospective is delivered to the employees. I suggest that a 10 percent pay raise should follow an increase in their KPI indicators by 10 percent within the post-retraining period. Also, instruct your subordinates about the promotional opportunities based on their performance evaluation results. Analyze the availability of promotional positions and estimate the number of promotions your departments are capable of managing. Disseminate appropriate information among your employees.

Reference

Thill, J. V., & Bovee, C. L. (2016).Excellence in business communication(12^thed.). Pearson Education.

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