Assisting employees to develop their potential is vital for improving their morale, competency (resulting in increased productivity), and career satisfaction (leading to the retention of high performing staff and continuity of operations). The nature of employee development programs should be adapted to fit project requirements as well as the needs of individual employee and team needs. This may involve developing basic skills e.g. time management, report writing, etc; enhancing existing professional / technical knowledge and skills e.g. legal, commercial, financial, engineering, etc; and wider career goals e.g. supervision / management training, and be incorporated into employee development plans (see above). Project directors should also continuously monitor employee compliance with internal policies, frameworks and procedures including taking remedial action for non-conforming behaviour. Furthermore, project directors should distil and document key project learning from subject matter experts. Such information could be used to augment existing team knowledge and skills and prevent corporate memory loss.