Today’s leaders face relentless pressure — higher customer expectations, reduced cycle times and the constant demand to do more with less. And on top of all that? Developing your employees. It often feels like employee development is yet another massive responsibility to squeeze into an already impossible workload — especially for leaders who define development in terms of formal programs, long meetings or grand career plans.
But the reality is that helping employees grow doesn’t have to be so daunting. A nurse manager in a recent workshop I led offered an alternate way of thinking about development — a prescription for reality-based development that can fit into the cadence of the busiest of schedules: microdosing.
In the medical world, microdosing refers to the practice of taking small, controlled amounts of a substance to achieve sustained benefits without the side effects of a full dose. The same principle applies to developing your employees. Instead of reserving career-related interactions for big, infrequent events, leaders can infuse growth into the every day — one small, intentional microdose at a time.
Microdosing development means weaving short, meaningful career conversations into the workflow, using routine interactions as opportunities to create powerful moments that matter — and that compound over time. (While popularized for its application to psychedelics, caffeine, nicotine and other substances are frequently microdosed as well.) Rather than waiting for annual reviews or relying on structured processes, leaders can amplify growth with small, frequent doses of dialogue — without adding to their workloads or their calendars.
5 simple ways to microdose development
1. Ask one powerful question each week
One of the easiest ways to build development into the flow of work is by elevating the quality of the questions asked during the conversations you’re already having. Career growth starts with curiosity, and a single, well-chosen question can spark reflection and insight. Some of my favorites include:
- What have you always been naturally good at?
- What are you passionate about that you’re not pursuing? What’s so embedded in your DNA that you just can’t keep yourself from doing it?
- When you have a really good workday, what activities are you typically involved in?
- What does success look like to you?
- When you look at what is possible in the future, what would you most regret not trying?
These quick check-ins keep career development top of mind and reinforce that you care about your employees’ growth.
2. Give bite-sized feedback in the moment
Rather than saving feedback for formal reviews, consider the TSA slogan, “When you see something, say something.” When you observe a strength in action, call it out immediately. A simple comment like, “I noticed how well you handled that client’s concern by quickly and compassionately getting to the root cause of the problem,” builds confidence and helps employees recognize not just their strengths but also their growth. Quick, in-the-moment feedback is far more effective than stockpiling insights for a once-a-year discussion. (And when you microdose feedback, those annual conversations become much easier and shorter as well.)
3. Encourage small, low-stakes experiments
Development doesn’t require significant promotions, moves or role changes. Instead, offer micro development opportunities within the context of an employee’s role, like inviting them to lead the next team update or draft an initial proposal. These small steps build skills in a way that feels achievable and natural within the constraints facing most leaders — and without overwhelming either of you.
4. Connect the dots between daily work and future growth
Employees often don’t see how their current work connects to their long-term aspirations. This can contribute to apathy and disengagement. But leaders who help others recognize the link between what they’re doing today and what they might want to do tomorrow create a clear line of sight. This can powerfully focus employee attention and effort. Imagine that you have an employee who’s mentioned an interest in project management — and who recently completed a personal project ahead of schedule. A simple observation like, “You managed your time effectively on that task. What did you learn that might apply to group efforts and projects you might manage in the future?” can help someone put their current efforts into a broader and more motivating context.
5. Celebrate progress
Research by Teresa Amabile and others highlights the tremendous motivational power of progress. Rather than waiting for and recognizing big achievements, microdose by recognizing effort and improvement to fuel confidence and keep people striving and growing. A comment as simple as “I see how much more confident you’ve become in leading discussions!” reinforces that growth is happening all the time.
Employee development doesn’t have to be another overwhelming responsibility on your to-do list. Just like in medicine, the correct dose at the right time makes all the difference — and when it comes to career growth, microdosing is the perfect prescription. A question here, a comment there, a small challenge today, a quick insight tomorrow — these tiny doses compound over time, proving that a little can go a long way when it comes to helping others grow.
Opinions expressed by SmartBrief contributors are their own.
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