Most of us accept our leadership responsibility to cultivate potential in the form of career development contributions. We ask about career goals, act as mentors, and create opportunities for our teams to develop in any way possible.
However, if we engage in this important process by annually checking off a mandatory box with HR, we create a very high risk of certain unintended professional consequences.
Employee Wellbeing: When you’re in a job where you feel stuck, with no growth or learning opportunities in sight, it can feel like Groundhog Day, doing the same thing over and over with no change, variety or opportunity to spice things up a bit. That kind of stagnation often leads to boredom, decreased motivation, lower productivity, and ultimately, burnout.
Perceptions of Leadership Competency: When leaders neglect career development, employees begin to question their leaders’ commitment to their growth and, by extension, to their own success. At the end of the day, it’s hard to respect a captain who doesn’t care enough to steer the ship toward new horizons.
Creativity and Innovation: Innovation also takes a hit when career development is neglected. Employees who are not learning or growing are less likely to come up with creative ideas or new solutions. That lack of creativity and innovation is detrimental to any organization looking to stay competitive in the market.
Employee Engagement: Employee engagement is closely linked to how valued employees feel within the organization. When career development is neglected, employees may feel that their contributions are not valued, leading to disengagement. This can manifest in a lack of enthusiasm, decreased productivity, and a general disinterest in the organization's success.
Company Reputation: Company reputation can also be adversely affected. In today’s job market, potential hires often look at how well a company invests in its employees’ growth. If an organization is known for neglecting career development, it may struggle to attract top talent. Current employees may also leave negative reviews on platforms like Glassdoor, further tarnishing the company's reputation.
Strategies for Keeping Career Development at the Forefront
So, how can we keep career development from becoming the neglected New Year’s resolution of the corporate world? Here are some strategies that can help:
1. Set Specific Development Meetings
Instead of leaving a few minutes at the end of regularly scheduled one-on-one meetings to discuss career development, schedule meetings with only career goals, aspirations, and development opportunities on the agenda. Your employees receive the full benefit of your mentorship time and attention when you create specific opportunities to design and discuss their career goals.
2. Create Individual Development Plans (IDPs)
Commit to career development intervention by creating an Individual Development Plan for every member of your team to outline career goals, the skills they need to develop, and the steps they can take to get there. By working with employees to create and regularly update their IDPs, you demonstrate your unwavering investment in their long-term success.
3. Offer Training and Development Opportunities
Whether it’s workshops, online courses, or attending industry conferences, providing opportunities for continuous learning is crucial. Not only does it help employees develop new skills, but it also shows that the organization sees professional contribution as a two-way street.
4. Mentorship Programs
Think about pairing employees with additional mentors to provide valuable insight, guidance, and support. While you can make certain mentorship contributions as their leader, diverse mentors can share new experiences, offer additional advice, and help mentees navigate their career paths from a unique perspective, thus providing a more holistic approach to professional development.
5. Foster a Culture of Feedback
Constructive feedback is essential for career growth. Encourage a culture where feedback is given and received regularly to help employees understand their strengths, acknowledge areas for improvement, and continuously develop their skills.
6. Recognize and Reward Growth
Acknowledge and celebrate the achievements and progress of your team members. This could be through promotions, raises, or even just a shout-out during a team meeting. Recognition not only boosts morale but also reinforces the importance of career development to achieve new heights.
7. Encourage Job Rotation and Cross-Training
Job rotation and cross-training allow employees to gain experience in different roles within the organization. This not only helps them develop a broader skill set, but also keeps their work interesting and facilitates a broader context for work that won’t be achieved through a more siloed approach to getting things done.
8. Lead by Example
As a manager, demonstrate your own commitment to career development by investing in continuous learning and growth in your role. When employees see their leaders working hard to prioritize development, they’re more likely to do the same.
Although time runs tight and most of us feel like we can use another meeting like a hole in the head, making time for career development is an example of short-term hardship for long-term gain. It’s a chance to turn our attention toward the future, set some positive intentions, and show our employees we’re committed to their growth and success. Managers who make career development a regular part of the conversation provide the support and resources their team members need to thrive. So, don’t let career development plans gather dust on the metaphorical back burner. Be the amazing leader you know you can be, schedule those quarterly career development conversations, and watch as your team flourishes under the dream of unlimited possibility. You’ve got this.
Danielle Terranova is the voice behind Leadership Lessons with Danielle.
She has been an executive coach since 2015 and owner of Terranova Consulting, LLC since 2019.
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