Where do your employees see themselves in the future? The answers may surprise you. In fact, many workers are reluctant to tell their bosses about their career aspirations due to a lack of trust. Yet, when you know where your employees want to go, you can help them get there – while also having a better shot at retaining them in the process.
So, where do you begin?
It all starts with scheduling regular conversations. Keep in mind, these are not formal performance reviews. These are casual discussions meant to build trust and open up a dialogue about employee career goals and how to achieve them. During your talks, here are four key areas to focus on:
1. Uniqueness.
Ask questions that will help you get a better sense of how employees see themselves and the contributions they make. Talk about what you think makes each employee unique and what special value they bring to the table at work. Also, ask them to describe their ideal job, and the types of projects/assignments they like best or want more of.
2. Strengths & Weaknesses.
Talk with each employee about what they think their most valuable skills are at work and the impact they have. What are their strengths or areas where you continually seek them out? What abilities do they have that are most valued by the team? Which are least and need to be developed more?
3. Goals.
Ask each employee about their career goals. Where do they want to be in five or 10 years? Which goals are most important to them and how do they fit into the organization? Are they realistic and achievable?
4. Opportunities.
When having career impact conversations with your employees, it’s important to go beyond simply focusing on their goals and vision for the future. You also need to look at the company’s future and industry trends. Where do you see the company in the next few years? How is the industry changing? What kinds of new opportunities are on the horizon – and how do those impact their jobs? On the other hand, what kinds of challenges are coming down the pike that your employees can help solve? And are there certain skills your employees will need for success in the future?
Putting it all into action.
Having career conversations is a critical first step in developing and retaining employees. But then you have to act on what’s being talked out. That means creating a career action plan that defines specific next steps, as well as what training, mentoring, and development opportunities employees will have access to.
When employees know you’re invested in their careers, through a specific plan and resources, they’re more likely to stay loyal to your company, longer. Not only that, but when you have these kinds of impact conversations, you can learn what’s important to employees, build a stronger relationship with them, and help them grow and add more value to your company in the long run.
Need more help hiring and retaining high caliber employees?
Call in the Kansas City recruiting experts at Morgan Hunter. Our recruiters have the experience and market knowledge to provide you with the best possible candidates, from entry to executive level. Contact us today to learn more.
