Career development planning is a process that is owned and driven by the individual employee and supported by their leader / organisation.
The process consists of a leader working with their direct report to develop an action plan geared towards helping them reach their career aspirations, whichever of the three themes they fall into:
Stability - People looking for stability in their career want to remain in the same role space, are not looking to move forward or up, but are happy simply to occupy and perform in the role.
Challenge - For people looking to develop role mastery as a technician, the challenge is about moving forward or outward, building skills and knowledge to expand to fill the whole role space and maximise their potential.
Progression - For people looking for advancement / technical or people leader, progression is about the next step, moving up the career ladder, and moving on to the next role space or specialty.
Source: Edward Smith - LinkedIn
A good performance or career development process will align directly with the Culture Strategy and provide clarity on what’s important and what’s expected.
It should include the articulated behaviours and align with the behaviours that will deliver the desired culture.
Key Considerations in Career Planning
When working with employees who are considering their career aspirations and goal setting, leaders should ask them to reflect on the following questions:
Where I’ve been
It’s important to consider the knowledge, skills and behaviours they have developed in past work experience as this will help them determine any gaps that may need to be filled and may help to guide goal setting.
What are my preferences?
Have them complete the Lifestyle Requirements assessment in the Career Development Planning Templates to help identify their most important lifestyle requirements.
Why I’m here now
Ask them to complete the Work Values assessment in the Career Development Planning Templates to help determine the five values that are most important to them personally. These can help the employee to confirm that their own values are aligned to the values of their organisation.
What is important to me?
Have them complete the Personal Goals template in the Career Development Planning Templates as it will help them to hone in on their four key personal goals that will play an important role in their reflection on their career.
Where do I want to go?
The My Career Plan questionnaire in the Career Development Planning Templates will help your employee determine their career goals and the steps they will need to take to support the achievement of their career goals.
Remember:
We can’t expect a manager to know, understand or stay up to date with career development pathways.
You have to provide structure and updates that are easily accessible so they can provide the right support and encouragement to promote growth for individuals
It is important that HR works as a business partner to support the growth of all employees and to supply information about what is available in terms of next steps
The value of working to retain skilled individuals is far greater than the cost of losing them.