You should be having conversations with your employees about their career ambitions. In fact, I would hope you are having regular discussions with your employees about all aspects of their role and the overall organisation. At times you may find these discussions revolve around day-to-day tasks, be wary if these are the only discussions you are having, as there is a risk that employees will become disengaged with their overall aims, objectives and goals.
Smaller organisations
For smaller organisations it may seem difficult to offer talent a forward-moving career path, when there may, for example, only be a handful of management positions available. However, providing a career path is integral to any businesses strategy for attracting and retaining talent.
How can you provide your people ongoing growth opportunities?
When people want to talk about their future in an organisation they are often asking about how can they continue to grow? In a smaller organisation it is important to be creative in your approach to how you can help with this.
Remember that it is not necessarily about moving positions. Focus on areas of the business that they have not yet had any experience. You can provide them with a new opportunity to learn new skills and in a different area of the business. For example, you could offer the opportunity to be client facing if they haven’t already done this. Or you could offer them a secondment to another department, again you might have to be flexible in your approach to this, to ensure that their current role is still covered.
Having discussions that make people feel valued play a key role in keeping them engaged. When you talk about their career goals and ambitions you should relate this to their personal strengths and tie this to the organisation's objectives, this will help to motivate them and help to feel connected to the organisation. People are naturally motivated to work towards things that have personal value for them.
As a manager and leader, you need to define goals with a clear plan on how these can be achieved. Put the plan in writing, so agreements and expectations are clear, measurable and understood by each party.
You need to inspire your direct reports to grow in their roles not just in to new ones. When you talk about their career, focus the discussion on additional responsibilities, learning new skills and abilities to improve performance in their current role, rather than talking about new positions and making false promises.
In certain organisations and in certain roles there’s a clear career path mapped out. But for many organisations particularly smaller, growing ones, management cannot always know what opportunities will arise or what will become available. It’s so important that you don’t make promises that won’t come to fruition, no matter how good your intentions are, as this can be extremely damaging causing a loss of trust and disengagement.
Individuals in larger organisations tend to have significantly less influence on the organisation’s operations and development. Smaller organisations can use this to their advantage in attracting and retaining talent as they can be much more receptive to creative input from their talent, who can have greater influence on how the organisation operates.
It is never advisable to avoid conversations because you are concerned that you don’t have the answers. Being able to offer your employees advancement in their career is essential to attracting and retaining talent. You may have to think creatively, but no matter what size your organisation, you can find ways to develop and upskill your people.
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