Seven Simple Ways to Support Employee Development and Career Advancement
In a competitive labor market, it is critical for organizations to identify different ways to attract job seekers and retain staff. One often overlooked way to make an organization more appealing is to offer development and career advancement opportunities to employees. In addition to attracting more qualified job candidates and reducing turnover, research has shown employees tend to be more engaged and motivated when they feel their employer is supportive of their development. There is even evidence to suggest employees are more productive and effective when there are opportunities for advancement within their organization. Despite all these well-documented benefits, some organizations provide limited opportunities for development and advancement to their employees. Below, I outline seven simple ways organizations can better support employee development and career advancement.
There is even evidence to suggest employees are more productive and effective when there are opportunities for advancement within their organization.
Establish, document, and communicate potential career paths. Create a structured framework that outlines various career paths within the organization. This framework should include clearly defined career levels and identify the specific competencies required for successful job performance at each level within different job families. Career paths should be communicated to employees to help them better understand the different career advancement opportunities available and the specific competencies they need to develop to pursue them.
Encourage employees to identify development and career goals. One of the most important things an organization can do to support employee development is encourage them to set goals related to skill attainment and career aspirations. Developmental goals should be SMART (Specific, Measurable, Achievable, Relevant, and Time-Bound) and aligned to both employee and organizational objectives. Organizations can further facilitate goal setting by providing some sort of formal process (e.g., Individual Development Plans) for documenting goals, creating a plan to attain them, and measuring progress along the way.
Identify a variety of learning and development opportunities for employees. Take time to identify and document various training and learning opportunities that might benefit employees in your organization. These may include formal training programs, conferences, or workshops as well as online courses and videos which are often less costly or even free to access. Make sure to identify learning and development opportunities that are focused on both technical and soft skills, and clearly communicate what employees should do to take advantage of them.
Facilitate networking and mentoring. One of the most cost-effective ways to promote the development of employees is to facilitate and encourage networking and mentoring within the organization. Internal networking opportunities allow employees to connect with people in other areas or levels of the organization and explore different career paths. Through mentoring relationships, senior or more experienced employees can share knowledge and provide career guidance to junior employees with similar career interests.
Create stretch assignments and support cross-functional experiences. Offer employees opportunities to take on challenging assignments and explore other roles and areas within the organization. Stretch assignments are a great way for employees to learn new skills, showcase their capabilities, or demonstrate their readiness for career advancement. Job shadowing opportunities or job rotation programs allow employees to gain exposure to different areas of the organization and identify career paths that are best aligned to their interests and skills.
Provide regular, ongoing feedback and coaching. Once employees identify developmental goals and create a plan for accomplishing them, it is important to review their individual development plan on an ongoing basis to ensure progress is being made and provide any necessary support. Managers should be prepared to provide constructive feedback and coaching to help employees develop the skills and competencies necessary for their desired career paths. Note that this does not come naturally for all managers, and some may require training to provide effective feedback and coaching.
Recognize and reward development and career progression. Make concerted efforts to acknowledge and reward employees who demonstrate growth, achieve their developmental goals, and make progress in their desired career paths. This recognition could come in the form of promotions, salary adjustments, increased responsibilities, or public acknowledgement of their accomplishments. Rewarding progress in these areas is one of the best ways to signal that employee development is a priority of the organization.
These are just some of the ways organizations can create a culture of learning and growth where employees are provided with the necessary resources and support to take ownership of their development and realize their career aspirations. At C1C, we love helping organizations develop customized solutions for supporting employee development and career advancement. If this sounds like something that could benefit your organization, feel free to reach out!