A career path is not a straight-line trajectory. It can take many twists and turns. The challenge is to balance the needs of the employee with the requirements of the business.
Why is career pathing so important?
Helping employees carve out a career path is an essential part of an effective retention/engagement strategy. It builds purpose, pride, and focus while helping employees achieve their personal and professional goals. It also demonstrates how important employees are to the ongoing success of the business.
For a career path program to be successful, management needs to be proactive in discussing opportunities. Career goals and timelines should be outlined at the initial job interview and throughout the employee lifecycle.
When reviewing options, it is important to set realistic expectations. This builds trust and helps employees gain a sense of where they are, where they are going, what they will need for the journey and how long it will take to get there. Annual, bi-annual and quarterly performance review meetings are good opportunities to broach the subject. Both managers and employees should come prepared to talk about their areas of interest.
What should managers focus on in the first meeting?
• find out what the employee is passionate about
• ask how they would like to progress in the organization and determine what is required to get there—skills, competencies, training, accreditations
• help plot out a “road map” with objectives and timelines
• make introductions with other managers/employees who can help mentor and provide guidance
What should managers focus on in follow-up meetings?
• review the “road map” to ensure the employee is on track
• celebrate achievements
• discuss changes, challenges, concerns—both personal and professional
• update the “road map” with any new objectives/timelines
• set a time for the next discussion
The question I'm always asked: “What if there are no immediate opportunities for advancement?” It’s important to not shy away from this question. For SMEs or flat organizations, upward mobility isn’t always a ready option. That’s why cross-training and lateral moves are good alternatives and should be part of the conversation. Reinforce the fact that the more skilled and knowledgeable employees are, the more valuable they become.
It’s important to discuss employee’s personal goals. Encourage and support them to get involved in volunteer initiatives that align with personal objectives and company values.
“Job shadowing” and “career fair days” are excellent opportunities for staff to learn about other jobs in the company and experience what it is like to work in different departments. Also, mentoring programs are a good way to connect new employees with subject matter experts and build a culture of collaboration.
It’s important for management to provide support and guidance, but it’s also important to empower employees to self-manage their careers. On-line organizational charts with job descriptions and required qualifications are great self-management tools. Try to automate this as much as possible so all employees have access to the information 24/7. Employees can then design their own career “road map” and come prepared to discuss their plan at the next meeting.
While an effective career pathing strategy is essential for retaining and engaging staff, it can also have a significant impact on attracting top talent. Remember, good employees prefer to work for good companies. They will work hard and stay engaged with employers that help them realize their dreams.
Jeff Doran is Founder and President of CCEOC Inc. He has been improving customer experience and corporate culture for over 30 years by providing culture building and employer branding services including: the “Employer of Choice” market sector awards as well as the Contact Center Employer of Choice certification program. jdoran@ccemployerofchoice.com.
