How to Fast Forward your Employee’s Career Path

Your employees’ professional growth doesn’t happen overnight. Developing people’s skills needs investment of thought, time and love in order to create meaningful change. Ideally a manager becomes a mentor. They provide guidance and coaching to evolve employee skill-sets, knowledge and confidence. With managers acting as the catalyst for progression, we’ve pinpointed five ways to effectively advance your employee’s career path.

people-coffee-tea-meeting-large

Align your business goals

When you’re working closely with your employees, don’t forget to feed back the “bigger picture” to them. You can coach people in leadership qualities all day long but it’s pointless if you’re not communicating why. Employees motivation to excel can diminish if they don’t feel valued or believe they can create an impact for the company. Realistically, how empowered would your employees feel if they’re given the freedom to make smart, informed decisions however they still need to run their ideas by you before making moves? Communicate the objectives and company goals before anything else, and provide freedom for them to actually reach these.

Create a career development plan

Having conversations around career progressions is the first step in gauging employee development, but it’s important to follow up with implementing achievable objectives. This encourages employees to formulate their goals so they can actively execute them. Create a space where you can collaborate openly on short-term and long-term career goals and most importantly how these can be achieved. If you’re not sure where role progression can evolve, check out Search Party’s Career Tool to see all possible options.

Articulate expectations

Objectives and Key Results (OKR) is a popular technique to setting and communicating goals and results in organisations. The main purpose for OKRs is to connect the company, team and individual’s personal objectives to measurable results, ensuring everyone is moving in the right direction. The structure is fairly straightforward.

  • Define 3-5 key objectives on company, team or personal levels. These must be qualitative, ambitious and time bound.
  • Under each objective, define 3-4 measurable results based on growth performance, revenue or engagement.

When OKRs are a place and remain transparent across all teams, employees have complete clarity of knowing what’s expected of them and have something to work towards. Defining these can take into account career progressions or onboarding new responsibilities or projects and when you’re able to measure you’re also able to mentor. No wonder OKR’s are loved by tech giants like Google, Twitter, and Oracle. It’s a proven process that genuinely works.

Actively identify new opportunities within the organisation

When employees begin to seek new experiences or want to build their portfolio of skill-sets, 9 times out of 10 they’ll leave their current organisation rather than take on a new role in a different area within their current company. And it’s no surprise that losing talent and re-training new starters is timely and costly for managers. However this behaviour can be avoided if there is real encouragement and facilitation of internal transfers. Speak with the individual about what skills they would like to gain or areas they wish to excel in and then identify all possible new opportunities and paths they can explore within the organisation. Mentors are those who can look beyond their own areas or personal needs for growth opportunities, even if it means they’re losing a great asset.

Encourage developmental assignments

Developmental assignments come from the opportunity to initiate something new that an employee takes the majority of the reigns with. Internal projects, new product lines or championing a change such as adopting new technology or a restructure in workflows are all great ways to allow employees to step outside of their comfort zones. These kind of initiatives are the gateway into harbouring new skill-sets and embracing areas not usual to their daily tasks. Enabling employees to lead or manage side projects or totally new initiatives are the stepping stones into project management fields and opens a huge number of doors into other leadership roles.

Although most CEOs understand the importance of employee development, the sad truth is that they don’t devote the necessary time into excelling them into greater things. But the proof really is in the pudding. The more effort you put into developing employees, the higher the employee retention, productivity, engagement, turnover…the list goes on!

If you’re unsure as to where career progression can take you or your employees, Search Party have developed a nifty Career Path Tool. Simply type in your current role, and see how careers of people who’ve been in your shoes developed. Or, type in your dream job and see which paths can take you there. Check it out and let us know what you think!

 

Emma Hart

Emma coordinates and creates content for Search Party and JobAdvisor's marketing activities. Originally from the UK, Emma studied Marketing Management in Newcastle and has a real passion for researching new trends and discovering exciting developments to share with the world. She is now an adopted Aussie, working in Search Party's Sydney office.

Leave a Reply