Continuing our series of blog posts responding to questions from our participants, this blog is designed to answer the question “What strategies have proven effective to encourage employee ownership to actively engage in and take responsibility of their career?” The other blog posts in the series are:
Trends in career development and how organisations can adapt
Overcoming common obstacles in implementing career development programmes
Measuring the Success of Career Development Programmes: Key Performance Indicators
Integrating Career Development into Organisational Culture: Strategies for Success
If you have read my book, Confident Career Conversations, you will know that I am passionate about empowering employees to take ownership of their career development. Here are several effective strategies that organisations can implement:
1. Offer Regular Career Development Discussions
Strategy: Hold regular career development conversations and integrate them into one-on-one meetings and check-ins.
Implementation: Train managers to discuss career aspirations and development plans with their team members regularly. Use these discussions to set actionable goals, identify opportunities for skill development, and provide constructive feedback.
Example: One of our client’s trains managers to have quarterly career development discussions with their team members. During these sessions, employees can discuss their long-term career goals and receive feedback on their progress. These discussions help individuals identify key areas for improvement and seek out projects that align with their career aspirations.
2. Foster a Growth Mindset
Strategy: Cultivate an organisational culture that values continuous learning and development.
Implementation: Encourage employees to view challenges and failures as opportunities for growth. Provide resources such as workshops, seminars, and online courses that promote a growth mindset. Highlight stories of employees who have successfully overcome challenges through persistence and learning.
Example: One of our clients requires every employee to attend a bi-annual workshop focused on developing a growth mindset. During these workshops, they hear from colleagues who have navigated significant challenges and turned them into learning opportunities. For instance, one employee, a software developer, shared how he leveraged a failed project to learn new coding techniques, which eventually led to a successful product launch.
3. Implement Mentoring and Coaching Programmes
Strategy: Establish mentoring and coaching relationships to support employee growth.
Implementation: Pair employees with mentors or coaches who can provide guidance, share experiences, and offer advice on career development. Encourage mentors to actively engage with their mentees and set regular meeting schedules.
Example: One of our clients has a mentoring programme for junior female researchers who are paired with experienced health professionals. The mentors provide their mentees with invaluable insights and guidance on navigating their careers in healthcare. These relationships help mentees gain confidence and develop their skills more rapidly.
4. Recognise and Reward Development Efforts
Strategy: Acknowledge and reward employees who take initiative in their career development.
Implementation: Implement recognition programmes that highlight employees’ efforts to develop new skills or achieve career milestones. Offer incentives such as new assignments or professional development opportunities as rewards for active engagement in career development.
Example: At one client of ours, employees who complete significant training programmes or achieve professional certifications are celebrated in monthly company meetings. Additionally, these employees are first in line for new project assignments, secondments and speaking opportunities.
5. Provide Access to Development Resources
Strategy: Ensure employees have access to a variety of learning and development resources.
Implementation: Offer a range of training programmes, workshops, online courses, and industry certifications. Create a resource library with books, articles, and tools related to career development. Encourage employees to take advantage of these resources.
Example: One of our clients maintains a comprehensive online learning platform where employees can access courses, articles, videos and podcasts on various topics at any time they wish. Employees use the platform to develop the skills which help them develop professionally and progress their careers.
6. Create Opportunities for Stretch Assignments
Strategy: Give employees the chance to take on new challenges and responsibilities outside their current roles.
Implementation: Identify projects or tasks that allow employees to stretch their skills and gain new experiences. Encourage cross-functional collaborations and temporary assignments that provide exposure to different areas of the organisation.
Example: At one of our clients, employees are encouraged to participate in cross-departmental projects. For example, one employee was given the opportunity to lead a project in the marketing department. This experience not only broadened his skill set but also provided him with a deeper understanding of the company’s operations, positioning him well for a future leadership role.
7. Promote Networking and Collaboration
Strategy: Facilitate opportunities for employees to build professional networks within and outside the organisation.
Implementation: Organise networking events, industry conferences, and internal forums where employees can connect with peers, industry experts, and leaders. Encourage participation in professional associations and online communities.
Example: At a long-standing client of ours regular networking events are held where employees can meet colleagues from different departments. Through these events, employees build relationships with others, gain insights into other parts of the organisation and benefit from advice that helps them progress their careers.
8. Communicate the Benefits of Career Development
Strategy: Clearly articulate the personal and professional benefits of engaging in career development.
Implementation: Use various communication channels to share success stories, testimonials, and case studies of employees who have benefited from career development programmes. Emphasise how these initiatives can lead to greater job satisfaction, career progression, and personal fulfilment.
Example: One of our clients uses the internal newsletter to feature stories of employees who have advanced their careers through development programmes. One story highlighted an employee who shared how mentoring had helped her develop greater confidence in speaking up in major meetings with key stakeholders. This was a skill she knew would be important if she was going to take on greater responsibility and progress to a managerial position.
9. Encourage Self-Assessment and Reflection
Strategy: Support employees in evaluating their own strengths, weaknesses, and career aspirations.
Implementation: Provide tools and frameworks for self-assessment, such as personality tests, skill inventories, and career planning worksheets. Encourage employees to regularly reflect on their career goals and progress.
Example: One of our clients gives employees access to a self-assessment toolkit that includes personality tests and skill inventories as well as webinars that guide them on how to complete the tools and use the results. Employees use these tools to increase their self-awareness and insights so they can identify the relevant development needed to progress.
These are our thoughts on strategies that organisations can use to create an environment that empowers employees to take ownership of their career development. Are there any we have missed? What would you add? Please let us know.
Empower your team with the skills to navigate meaningful career conversations across generations
Our Multi-Generational Career Conversations programme is designed to help your managers and leaders address diverse employee needs and unlock the full potential of your workforce. With practical insights and tailored tools, this programme ensures that career development is effective and aligned with your organisation’s goals.
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