Employees are the backbone of companies, and without them, business leaders would not have successful organizations. Part of keeping a good employee at your company is helping them build a career development plan. This personalized strategy assists employees by helping them reach their career goals.
Creating a plan for employees showcases a business’s concern for their welfare and growth. A survey by SnappyGifts found that 30% of employees feel that they are undervalued by their employers. By developing a plan with individual employees, an organization shows its investment in its people. A career development plan can help individuals build a path for improving themselves, and at the same time, the company. Building a successful career development plan includes considering the following tips.
Tip #1: Know the Cycle
The first step in building a plan with an employee is explaining how this plan will be organized and executed. A career development plan includes five parts: identifying key employees, communicating expectations, personalizing the plan, being flexible, and following through on the plan. This is a continuous cycle that doesn’t end for HR managers or leadership personnel.
By understanding the overall cycle of this plan, managers can effectively communicate to employees what’s going to happen during this time. That can be part of a successful plan. When both the leader and employee have proper expectations of what will happen during this process, it can help start the plan off on the right foot. Laying it out may seem redundant, but it helps when both sides know exactly what’s going on.
Tip #2: Build a Plan
Once an employee understands the process, it’s time to build a unique plan for them. Some employees may want to start climbing up the corporate ladder, while others may want to hone certain skills. Not everyone may be ready to immediately take the next step, so it’s good to have a plan in place for everyone who is participating in order to help individuals achieve success.
The plan should be broken down into manageable chunks in order to achieve the best results. Employees hold most of the responsibility of following through on their own plans, but managers also need to be relied upon for check ins and assistance with roadblocks. Storing this information on a cloud-based human capital management system helps for easy access no matter where employees are, and helps managers track each individual’s progress.
Tip #3: Talk It Out
Throughout the execution of a career development plan, communication is important. From the first conversation to feedback on how the plan is progressing, employees should be talking to their leaders and asking for feedback throughout the process.
For instance, in the initial discussion about the career development plan, talking is useful to understand what a leader or an employee wants from one another. It’s also a way of figuring out exactly what an employee needs to accomplish or to clarify why they need to learn a specific skill set. In the midst of career development, talking through a problem helps both the employee and leader understand where the issue originated and what resources should be utilized to solve it.
Tip #4: Think about PotentialSpeed Bumps
The path to success is never smooth. Employees and leadership should discuss the individual’s strengths and weaknesses, which can be identified through a SWOT analysis. Knowing these ahead of time can help managers anticipate where problems might arise or when extra help will be needed. It’s great to compile a list of roadblocks employees have experienced to create a resource hub for all employees. If something has been a problem for one person, others may have it as well, and being able to access answers quickly can get a person back on track quickly.
Managers also need to consider if an employee is ready for the next step in their career. Some individuals have the potential to move up the ladder, but that does not mean that they are ready to take that step.
Tip #5: Utilize Company Tools
Organizations vary when it comes to the tools they have at their disposal. Some companies have an unlimited access to resources and the ability to send employees off to seminars or certification programs.
Meanwhile, other companies may lack the necessary funds for some resources, so employees have to be inventive when seeking out learning opportunities. By following innovative accounts on social media or sourcing different sites for free online seminars, employees can succeed by teaching themselves new skills.
Businesses that invest in their own employees can often retain top talent. Executing a career development plan takes a lot of work from individual employees and leadership. However, the payoff assists companies with continued growth.
