June 13, 2018 | Written by: Linda Ginac
Categorized: Talent Development
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As a lifelong career coach, I’ve helped thousands of people transition from jobs that made them miserable to empowering careers. Many of them were dissatisfied in their existing job role and had aspirations to move into a new one. They often complained about the lack of transparency and resources to advance their career within their organization.
One of the main reasons employees leave an organization is lack of career progression. When people cannot see a future path within their organizations and do not have a role they can aspire to reach, they become disengaged and begin to search for other options. Unfortunately, according to Gallup, only 33 percent of U.S. employees are engaged in their jobs.
For your business to thrive, you need engaged employees that are happy and want to stay. What are you doing to keep the great talent you have? Are you inadvertently coaching them out of your company?
Recently, I talked with Dan Carey, Chief Administrative and Risk Officer at Farm Credit Financial Partners, about how they responded to employee requests for more transparent career paths. In this podcast, he explains how Farm Credit established a skills competency program with behavioral triggers, so its 250 employees could assess their own skill proficiency levels and what they needed to work on.
Facilitating movement of employees across different jobs internally can help fill skill gaps while satisfying their desire for career progression and new experiences. Based on conversations I’ve had with team members over the years, the following questions are usually top of mind:
- Are there additional skills I can learn within my current role?
- What possible career options are available for me?
- How do I move to my next position?
- What skills are required in my aspirational role?
- How can my organization help me reach my aspirational role?
Work with your employees to answer these questions. Start by identifying their proficiency levels for the skills required in their current job. Then empower employees to build personalized career paths, curate learning plans, and hold regular coaching conversations with you or another manager. Remember, if you don’t have a career path for your employees internally, they will find one outside of your organization.
TalentGuard won the 2018 IBM Beacon Award for Outstanding Talent Management Solution. Learn more by joining the upcoming webinar, “Improving Internal Career Mobility by Humanizing the Employee Experience,” on July 18, 2018.