Is it just me, or does the concept of “Career Development” stymie many people? If you’re nodding along, you’re not alone. Employees often struggle to manage their careers, and managers grapple with how best to support them. (If you fall outside either or both of these camps, let me be the first this week to say, “Yay, you!”)
When I’m working with managers, these questions frequently arise:
- “What if I don’t have answers to their questions?”
- “What if they express interest in a role that is unlikely to come to fruition?”
- “What if they don’t know what they want to do next?”
These are all valid concerns. Let’s dive into some strategies and ideas to help you navigate the waters.
1. The Career Development Trifecta: A Three-Way Partnership
Think of career development as a three-way partnership involving the employee, you (the manager), and the organization. This approach is most effective when it’s:
Employee-driven – It’s ultimately up to the employee to identify and articulate where they want their career to go. Your job isn’t to figure this out for them. If they’re unsure, that’s okay! Your role is to partner with them and help them gain clarity.
Manager-facilitated – As a manager, think of yourself as an air-traffic controller. Your job is to:
- Point employees in the right direction
- Help them navigate the organization
- Assist in their growth, whether or not they have a clear next move
Remember, you don’t need to have all the answers. Your primary task is to ask questions and guide them toward resources and opportunities.
Company-supported – Most organizations have a vested interest in employee development. They often provide resources such as:
- Group or individual training
- Guest speakers
- Mentorship programs
- Online learning platforms
- And more!
Get familiar with what your company offers so you can direct your team members to these resources.
2. Redefine Career Development
At its core, career development is about helping people grow. That’s it! This simple definition should take some pressure off. Your role is to:
- Understand the employee’s goal(s)
- Look for opportunities to help them build skills
- Assign new tasks that stretch their abilities
- Facilitate the acquisition of new knowledge
3. Growth Isn’t Always Vertical
Remember, “up” is not the only way to grow. Many employees are interested in learning and developing without necessarily seeking a promotion. Here are some alternative growth paths:
- Expand responsibilities: Can you assign them additional steps in a process they’re already familiar with? Assign tasks you’ve been doing yourself?
- Build on existing skills: How can you help them apply these skills in new ways or to a greater degree?
- Tap into their motivators: What excites them about work? Can you align projects with their interests and motivations?
- Lateral moves: Sometimes, a move to a different department or role at the same level can provide fresh challenges and learning opportunities.
- Specialization: Encourage diving deep into a particular area of expertise.
4. Look for Different Mediums to Help People Grow
While providing information through articles, videos, blogs, trade publications, networking, and job shadowing is valuable, the real growth happens when employees apply newly acquired knowledge. To maximize learning:
- Ask employees how they’d like to apply their new knowledge
- Create opportunities for practical application of skills
- Leverage the power of teaching: One of the best ways to help people learn is to have them teach others. Consider how you can have employees share their knowledge or skills with their colleagues.
5. Be Transparent
Honesty is crucial in career development discussions, especially when addressing aspirations that may not align with current opportunities. When faced with such situations:
- Be upfront about the realities of certain roles or career paths
- Discuss the frequency of openings for desired positions
- Use these conversations as opportunities to:
- Highlight the employee’s strengths
- Address areas for development
- Explore alternative career paths that might align with their skills and interests
6. Ask for Help
Remember, you don’t have to navigate career development alone. If you’re feeling stuck or unsure about how to support an employee:
- Reach out to HR for guidance and resources
- Connect with your peers to share ideas and strategies
- Tap into your external network to see what others are doing for career development
Remember, career development is an ongoing process, not a one-time event. By consistently engaging with your team members about their growth and aspirations, you’re not just developing careers – you’re building trust, boosting motivation, and fostering a culture of continuous improvement.
