One of the best ways to retain employees is to take an interest in their career development. Over the past several years, research consistently shows that employees are more likely to remain at an organization that helps them further their career growth.
A Guild Education survey found that 41% of workers quit their previous jobs because of a lack of career development and advancement, and a McKinsey survey suggests that many employees value career development opportunities over pay increases.
Unfortunately, many organizations and leaders struggle to engage in career conversations with their employees. They may fear that helping employees grow could lead them to seek employment elsewhere, they may worry about devoting too much time and effort to what could seem a non-business-related endeavor, or they may simply not know where to begin.
To help you partner with your team members in developing their careers, here are six tips to guide your career conversations:
1. LAY THE GROUNDWORK FROM DAY ONE
From the first interview with a new employee, start talking about career goals. This will help establish trust and rapport and give you insight into long-term interests and goals. When your new team members are fully on board, make career questions part of regular conversation and one-on-ones. As you build relationships with individual team members, you’ll be better able to guide them toward growth opportunities.
2. DETERMINE WHAT KIND OF CAREER GROWTH YOUR TEAM DESIRES
As you engage in more detailed discussions with your team members, consider whether they are more interested in career progression, career development, or both! Those who want to progress within the organization may have different needs and require different kinds of action than those who intend to take new skills elsewhere. For example, someone who has already completed formal education and sought your organization specifically may be a prime candidate for succession planning. In contrast, an intern or entry-level employee may still be discovering what kind of career is the ultimate goal.
3. USE APPROPRIATE TOOLS
Ideally, career development should consider interests, wants, motivations; skills, talents, strengths; and business needs. At the intersection of those three areas, people will find the passion and purpose they can aim for in the long term.
To help focus conversations in a way that narrows these areas, leaders can promote tools that will help team members hone in on their strengths, interests, opportunities for improvement, and long-term goals. Tools may include assessments, courses or workbooks, coaching, and other tools that guide team members toward the right career path.
4. MAKE IT PERSONAL
No matter how much you connect individually with each of your team members, you will never care as much about their careers as they do. It’s important to encourage team members to figure out their own goals and own their own career paths. While you can and should offer appropriate feedback, cheer their successes, and help them process and recover from failure, make every effort to ask the questions that nudge people to take ownership of their career goals.
5. ASK QUESTIONS
During your career conversations, ask questions that engage team members to consider short- and long-term goals for development. Questions not only provoke team members' thoughts, but the answers could also generate ideas and opportunities for growth that are easy and inexpensive to pursue.
Some starter questions might include:
6. HAVE A FRAMEWORK
Every business has a business plan; similarly, every career should have one. This doesn’t mean the plan can’t change or alter, but having a framework for career growth will take much of the guesswork and insecurity out of pursuing career growth.
As a leader, you can guide your team members to pursue their career paths with the following framework:
Guiding team members in their career paths can be nearly as overwhelming as managing your career. You can help them plan and keep them engaged through thoughtful, intentional conversations. Even if they eventually move on to another position outside your organization, they will champion your company to other potential employees and help you thrive through the war for talent.