Training, professional development, and career development rank among the factors that must be present in order for employees to feel engaged at work, according to the Society for Human Resource Management (SHRM). And businesses are statistically doing a bad job of abundantly providing any of those three factors. However, if employee and employer can work together to create a career development plan for the employee, everyone stands to benefit from the improvement. This is because employees will become happier and more effective in their jobs, and employers will receive the benefit of better and more engaged employees. So to help build career development plans, Susan M. Heathfield shares some advice for employers in an article for the Balance.
Control of Career Destinies
First, Heathfield discusses some things to avoid as an employer:
- Do not guarantee a certain type of training or development for employees, because—things change. Instead, just make an earnest (albeit noncommittal) statement that you will do what you can to help employees grow.
- Do not make it a manager’s responsibility to ensure that employees follow a development plan, because the responsibility of growth should ultimately fall on the employee. The manager should however play the role of facilitator and helper whenever possible and practical.
- Since time and resources are limited for seeking out external training opportunities, make it so that the employee comes to you and not the other way around. If employees are asking for help in locating development opportunities, then do so. And if they already have an opportunity in mind, ask them to sell you on why it is a worthwhile opportunity.
Then Heathfield discusses some actual steps to helping employees build a career development plan. She says to tell employees that you want to meet with them about their career development plans and ambitions. Ask them to imagine what they would like to accomplish this year and where they would like to be career-wise in a few years’ time. During the actual meeting, make it clear that development opportunities equates with more than just classes; it can also mean job shadowing, mentoring, and coaching. Whatever you and the employee land upon for the plan is what you should document with HR for review and future reference.
For more insights on this subject, you can view the original article here: https://www.thebalance.com/steps-to-create-a-career-development-plan-1917798