A recent survey revealed that about 28 per cent employees in India are highly engaged and satisfied. This means that the not- engaged group is looking for an option to jump ship.
This problem can be tackled by using career development initiatives like career discussions and making them engaged to work.
Career discussion conversations ideally consist of the following four main components.
When implemented effectively, career discussions impact not only employee retention, but also the business success.
* Assessing strengths and development areas
Companies typically offer many assessment tools with which employees can develop a benchmark of their current strengths and growth areas. The employee and manager jointly evaluate performance. Make sure you focus attention on opportunities to continue improving contributions in current role versus moving to a new position.
* Evaluating developmental goals
In this section, manager and employee discuss and prioritise skills gaps concerning employee’s defined development goals. Make sure that the employees assess and consider development, career, and work/life goals to formulate a potential long-term career path that may help guide developmental decisions.
* Identifying Developmental Opportunities
Make sure that the employees identify opportunities that will develop their weaker areas and focus on a breath of experiences that provide a mix of formal training and experiential learning. You need to double check that the employees are considering a realistic timeframe for accomplishing the developmental goals.
* Creating action steps and timeline
While career discussions are primarily a self-motivated effort by employees, as a manager you should assume continuous responsibility for guiding their direct reports toward success.
Here the steps to stay on track.
* Offer constructive feedback.
* Suggest development options.
* Allocate time in the employee’s workload to engage in development opportunities.
* Schedule catch-up meetings to discuss progress.
Once you establish the implementation process, then the next step is to determine which employee groups should participate in career discussions.
Good companies indicate that any employee can take part in a discussion by conveying this interest to the direct manager; however, employees in critical roles are more likely to have career discussions due to business need.
To ensure employees take advantage of career considerations, it is critical that you effectively communicate their availability throughout the organisation.
Couretsy: www.humanresourcesbl
