Traditionally, performance discussion focused on the past. While goals were set at the beginning of the performance cycle, managers all too often dreaded giving feedback or discussing developmental opportunities.

Training departments have created and executed effective leadership development programmes. For many managers, it has paid off. They are comfortable providing constructive feedback. Guiding their team members has become easier. So what’s holding them back to start career conversations?

This region is still regarded as too transient by to many to invest in their employees’ careers.

The labour market is in favour of company. Some businesses also maintain a tight budget. Others devote their energy on development (products, services, people). It’s been recognised that managing cash flow is key. Combined with innovated offerings and talents, these companies will create their competitive advantage long-term.

Introducing career conversations can become an effective tool to create an internal job market fit for your organisation’s needs. In addition, it serves as an engagement tool. So who wouldn’t want to benefit from increased motivation and better quality output now and in the future?

Introduce career conversations at your company today.

Start an initial career conversation

Set a dedicated time with your employee without interruptions to discuss topics like:

  • Assessment of current role and skills
  • Understand interests and motivations
  • Review of the career goals
  • Describe future skills required at the company
  • Guidance to develop the skill set
  • Map out current and (possible) future internal opportunities

Learn to understand

A career conversation may be overwhelming. Who knows today what specific roles will become available in the short, mid and long-term. Without making promising, listen to your employee and their goals.

  • How quickly do they want to get there?
  • How much are they willing to work towards them during and outside working hours?
  • What happens if your company can’t realise the career aspirations?
  • To what degree will you be pursuing the next steps?

Create a plan

Based on the conversations, how can you support your team member. Decide and agree together what concrete actions will be taken? Options may be include

  • Training course
  • Job shadowing
  • Special projects and assignments
  • Internal mentoring
  • External coaching

Follow up

Meet regularly with your employee to check their progress on the agreed action plan.

  • How is their development moving them forward and closer to their career goals?
  • Are their career aspirations still the same when you first met? If they have changed, what is the reason?
  • How can you use the previous meetings for your other development and succession plans?
  • What other insights have you gained from these conversations?

Introduce meaningful career conversations. Position yourself as an employer who helps team members to realise their career aspirations. Benefit from deeper bonds and stronger bonds – now and in the future.

We support organisations with customised development programmes for their teams. Contact us and find out how we can support your company.