Consequences of neglecting development

Although the development discussion can be difficult, failing to address the developmental needs of your direct reports can adversely affect your unit as well as your company. For example, top performers, as well as competent performers, may:

• Feel neglected and unmotivated. If not given opportunities to grow or feel supported, the morale and motivation of these critical team members may begin to decline. As a result, they may view their work as less of a priority, and their work habits may deteriorate.
• Leave. If they don't see prospects for growth (which may exist, but which might not be immediately apparent), top performers may seek challenges outside your team—or organization.

At the other extreme, low performers may:

• Have a false sense of their success. If you focus on development instead of performance improvement with underachievers, they may assume that they are successful in the organization. These employees might then become disappointed when they don't receive promotions.
• Breed negativity. When they are not given promotions—and they don't know why—low performers may share their frustrations with others and spread resentment.

Similarly, there are consequences for you as a manager. When employee development is ignored, you:

• Miss the opportunity to align your employee's development with your organization's direction.
• May have unproductive, unhappy employees working for you.
• Don't have backup or "bench strength" among your ranks should a top performer leave.