How do you navigate when visiting a new shopping mall for the first time? Store directories not only reveal the locations of places where you want to go; they also contain an X labeled, “you are here.”
So what does this shopping discussion have to do with career planning? Part of a manager’s job is to help provide the “directory map” for employees in order to assist them: 1) prepare for future career interests, 2) with directions on how to navigate to their destination, and 3) by providing feedback on the employees’ X on the career map, their “you are here.”
Results of engagement surveys often reveal that employees want more communication on career progression paths. However, managers may have several concerns about holding career conversations including: fear of telling the employee there aren’t any openings right now for promotion, or fear of not having the budget to offer training classes, or fear if they bring up careers, they might be setting expectations that they can’t deliver.
What is the result of all this fear? Career conversations are avoided and simply don’t get done. Managers can overcome their fear by developing their career coaching skills and realizing it is their job to provide direction and a map and then empower employees to navigate their own career path.
Here are steps for using the map concept during career discussions:
- Ask for their Destination: Ask your employees “What are your future career goals, in the short and long term?” Listen carefully to the answer because this will provide you with your employee’s destination on the map. Keep in mind that not everyone wants to be promoted, some employees will be happy to just build their skills or make a lateral move to learn or do something new.
- Collect a Job Description: Now that you know your employee’s destination, collect a job description that contains not only the job duties but qualifications for that job. Use the description to discuss how to develop the skills gap between where they are now and where they want to go. Ask: “what knowledge or experience would you need to be able to perform each duty listed?”
- Determine the X “You are Here”: If you’ve held regular feedback meetings during performance appraisals, congratulations, you have already set the stage for the development part of your discussion. Go over the job description line by line and provide feedback on the employees current skills, abilities and experience related to this job.
- Create a Path for Success: Development plans leading from the X to the destination should be based on the employee’s learning style. Go beyond just recommending training classes such as: reading articles and books, watching videos, having on-the-job experiences, participating on a task force or completing a special project. Employees can also be encouraged to attend local universities to complete their degrees.
When you spend the time to demonstrate your interest in your employee’s career, their engagement at work will increase, and, in turn, improve the results for your department. (This issue excerpted from The Management Map II…Navigation Tools for Managers Transitioning to Leadership)
Ready to plan your management development training program? Contact us at: Deborah.Avrin@ManagementSkillsInc.com or call 972 881-5282.