Identifying talented workers can be a challenge for businesses, but developing these employees can be even more difficult in many cases. Often, if an organization does not keep its staff members engaged in the company through the work they do, these people can grow bored and their progress may stagnate. 

So, how can businesses satisfy employees and allow them to fulfill their potential? There are several ways that managers can make continual investments in their teams to facilitate advancement and growth on an individual level. 

1. Tear down boundaries and become more transparent
Forbes contributor Steve Olenski wrote that an important facet of developing employees is to loosen up the organizational structure. He argued that it is management's responsibility to implement a system that is fluid and creates a natural progression for staff. Young workers are used to working in open environments, according to Olenski, where managers are accessible and few barriers exist. 

Build up trust with your employees by being open and honest with them. Build up trust with your employees by being open and honest with them.

2. Earn employees' trust by being straightforward
The Harvard Business Review's Keith Ferrazzi suggested that executives need to build a high level of trust between an organization and its employees. Citing figures reported by the American Psychological Association, he lamented that one in four workers do not trust their employers. This is an issue that can only be corrected by instituting policies that encourage openness and transparency from management. He also pointed out that if supervisors are genuine and show their workers that they ar
e also constantly learning and developing, team members may be more inclined to become engaged in their own progressions. 

3. Offer flexibility and accommodate various learning styles
Ferrazzi noted that adding training exercises to employees' workloads can be off-putting and overwhelming. He recommended offering flexible options, such as the use of on-demand and mobile solutions, so that staff can complete training on their own terms.

In addition, Ferrazzi also suggested that managers should recognize the differences in learning styles that come inherent with the employment of members from multiple generations. Millennials grew up with technology, he said, and they expect to use it in a professional setting, but this might not be true of older employees who prefer more traditional methods of completing their tasks. 

4. Constructive feedback can be mutually beneficial
Olenski warned that feedback should never be overly critical or disapproving. Rather, he said, supervisors should seek to offer specific advice that will assist workers in improving their performances. He also stressed the importance of frequency – If feedback is only given during periodical meetings, it may result in a lack of clarity on the employee's part.

Overly negative feedback can be harmful to an employee's progression. Overly negative feedback can be harmful to an employee's progression.

5. Use metrics to set clear goals and evaluate performance
The simplest way for employees to be successful, Olenski said, is to quantify expectations for them. If team members understand exactly what they should be seeking to accomplish in terms of volume, they will be more likely to reach their goals. Managers should aim to build workers up to the levels of productivity they are supposed to achieve by increasing their workloads incrementally, and as a reflection of their demonstrated capabilities. 

6. Create a culture that is individually-oriented
Ferrazzi criticized highly-structured development programs, asserting that they are not very effective in the contemporary office culture. Instead, he advised encouraging employees to self-direct their own growth and advancement, as they alone can achieve success. However, he said, managers also need to provide appropriate levels of guidance to staff to best facilitate progression. 

Adequately developing talent can be a real challenge for management. Each employee has different learning styles and requires specific attention. To better understand how to meet the needs of each member of your team, participating in a business development seminar or training exercise can be of great benefit.