It can also help to align their career goals with the company's mission or reveal where these might differ. A career development plan is a win for employers and employees. There are many ways for career development planning to be effective. An outside training class is not the only way to develop employees, and an in-house program may even be more effective and a source of greater employee satisfaction. You can create career development plans with your employees in a few simple steps.
Here is an overview of the process for such a meeting. When you first prepare for the meeting, bring your employee in as an equal partner in the process. Tell the employee that you want to meet with them to discuss their career goals at the company.
Make sure the intentions of the meeting are clear, and that it's a positive opportunity for both of you. Ask them to think in advance about their options for growth and development and how they see their career unfolding in your company. It might be useful to offer a few questions upfront to guide the meeting and help them brainstorm and prepare.
You may want to offer a printed handout, or email follow-up, with questions that will get them thinking. Below are a few examples, but feel free to create your own. As your employee is preparing their responses, you should be preparing recommendations on what they can do to ensure that they are making progress on their career path. Determine what kinds of resources and support the organization can provide so that the employee can accomplish his or her professional job or career growth goals.
When you sit down with your employee, use the questions as a guide to formulate a plan with the employee's involvement.
Be flexible because the employee may have other avenues that he or she wants to discuss. As a manager, your job is to know all of the options available to the employee, such as job shadowing , mentoring , and coaching on particular skills. Make sure that you're up to speed and can talk knowledgeably about all of the training and development options that exist for your reporting staff members.
Many employers conduct these meetings yearly, and it can be helpful for all involved to look back at the former year's goals to assess progress. Create and fill out a form that details the employee's plan, and turn it into Human Resources for review, additional input, and filing. Once the plan is intact, it's time for action. The best plans keep the responsibility for follow-through squarely on the shoulders of employees.
Otherwise, if an employee does not complete their development opportunities, he or she may choose to place blame on management, which is counterproductive for everyone involved.
You can steer the employee in certain directions, but don't do the work for them. For instance, if your employee's plan includes improving their communication and public speaking skills, make it their responsibility to research classes or clubs that practice, such as the local Toastmasters chapter.
Both the HR department and a manager can help the employee explore his or her options; these may need approval or funding, but the employee is ultimately responsible for the choice and follow-through.
The HR staff can be a great resource to help select excellent vendors and avoid low-quality development opportunities, but the employee should take on the bulk of the work in finding them, and selling the company on their idea.
There are some issues that can get in the way of an effective career development plan, as well as a few statements you would want to avoid making during the process. Make sure you don't guarantee a specific outcome or form a contract with the employee by promising that the company will provide training or other benefit. Nothing is guaranteed, and it's best to leave room for flexibility. You want to avoid statements that over-commit the employer. For example, at a small manufacturing company, HR put up a "career opportunities" bulletin board in the lunchroom.
The company attorney advised them that the board implied that employees were promised careers and asked HR to call the board "job opportunities" board instead. Know your applicable state and federal labor laws. Remember that the career development plan belongs to the employee. You can facilitate its pursuit, explore options with the employee, provide opportunities when possible, and encourage the employee to have goals for growth and expansion of his or her career and skills, but you cannot do it for them.
The employee must own their plan. As much as may be devoted to helping your employees grow, you have a limited amount of time available to help. Your primary role is still as their boss. For example, unless you are already aware of a great class or resource, providing options for the employee to develop skills is not your main job. It can be exciting to mentor an employee, but make sure you are not overcommitting your resources to your own detriment.
As an employer, you have a great responsibility to your employees and to your company. Simple career planning does not unfold overnight. It is actually a process that has 4 stages: self-exploration journey, discovering possibilities, making choices and actualization.
The exercise may seem difficult and confusing at first, but if you have a career- planning template , it becomes very easy! You may also see plan samples. This will go a long way in building them as well as providing you with the best quality employees. This PDF template is professionally designed to help you do just that. Using this Word template, you can make an easy to implement plan to develop your career to the heights you have dreamt of and overcome any obstacle that may have stood in your way in the past.
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This Word template serves that purpose; it is designed with the correct layout helping you make the career development plan for the individual with ease. Download this Word template and make an implementable executive career development plan.
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