Lack of opportunity for career advancement is one of the leading reasons employees leave their companies. If people don’t feel supported in their professional development, they become disengaged and less productive. In worst case scenarios, they seek those opportunities elsewhere. The bottom line is: Not helping your employees reach their goals hurts your bottom line.
Regularly discuss career development with employees.
Employees’ ideas, goals and lives change. So, don’t limit conversations about professional development to a person’s annual performance review. Managers should meet one-on-one with their team members and address this topic on a regular, ongoing basis.
- Questions to ask include: “How are you feeling about your job? What do you like – or dislike – about the work you’re doing? What else interests you?” In addition to identifying employee growth opportunities, these discussions allow your managers to nip problems in the bud.
- Create individual development plans. Then, don’t let them sit on a shelf. Update IDPs on at least an annual basis, and preferably more often.
- Dialogues with employees should help them determine their best skills and abilities, assess career interests and aspirations, explore options, and make connections to those who can help.
Offer stretch assignments.
Employees may be interested in management or leadership positions. Or, they may want to explore a different function or department within your organization. Be responsive to these options. It can be a great way for people to grow and learn new skills, while at the same time filling key business needs.
- Encourage internal transfers. Make it easy for employees to learn about and apply for new opportunities within your company. Create an internal job search site and communicate it via your intranet, newsletters and other in-house media.
Provide career coaching.
Career coaching for your employees can be formal or informal. It can be provided by managers, HR team members or organizational development professionals.
- What’s most important is that employees understand their company supports them in achieving their goals. Mentor programs are a great start.
See what Frontline Source Group can do for you!
Of course, you have your employees’ and company’s best interests at heart. But your plate is full, and your focus has to be on driving your business and maintaining your competitive talent edge. As you achieve your HR goals, consider partnering with Frontline Source Group. Our specialties include employee development, staffing, training, and more. Contact us today so we can set up a presentation with your company leadership team.
