No Discussion around Career Development. Here’s a secret for most managers: the majority of employees don’t know what they’ll be doing in 5 years. In our experience, fewer than 5% of people could tell you if you asked. However, everyone wants to have a discussion with you about their future. Most bosses never engage with their employees about where they want to go in their careers — even the top talent. This represents a huge opportunity for you and your organization if you do bring it up. Our best clients have separate annual discussions with their employees — apart from their annual or bi-annual performance review meetings — to discuss succession planning or career development. If your best people know that you think there’s a path for them going forward, they’ll be more likely to hang around.
Eric Jackson – Contributor Forbes Magazine
Are you giving your employees the right road map?
I often find myself watching Dora the Explorer with my 6-year-old daughter. In every episode when Dora is lost, she must find the map! Why is this so easy for a child to understand when, as adult managers, we fail to give a career road map to our own employees?
Recently. I was brought in by a highly successful business to help them develop a training program so they could better retain their frontline employees. The first question I asked during a brainstorming session was, “What is the career path offered to entry-level employees?” The entire group stared at me blankly when the leader of the group said, “We don’t have a career path here.” Why did they not offer a career path? Nobody could answer this question either. What this group wanted to focus on was how to find the top talent and train them for the job at hand. While some employees may be happy spending 20 years doing the same job day in and day out, the majority would prefer to know there is opportunity to move up in the organization. As humans, we always want to better ourselves.
“It seems to me that most organizations spend an inordinate amount of energy on talent acquisition. Finding, attracting and capturing the best talent is central on every organization’s radar. But the value derived from new talent is only realized if the talent can be retained long enough to tap its treasures.” Sylvia Vorhauser-Smith
McDonald’s does a wonderful job of promoting from within. Quite often you see an entry level employee working themselves up to manager, general manager, field employee for corporate, reaching sometimes to actually owning a franchise. This is successfully achieved because McDonald’s gives their employees a path when hired– something to aspire to. Most top employees want to be more in their lives, become more important and be relied upon., It is only human nature.
By the way, the company I helped with training now actually has a career path for their new hires and so far, their turnover is starting to trend for the better! Top employees need to be nurtured and guided down a path toward their futures, and they will work harder to get there.
David Pettit, Business Development Director at Red Book Solutions | 15 years Expertise in Performance Improvement, Local Store Marketing and Operations | Extensive Background in Restaurant and Bar Management | Current CFE Certification Candidate | Trainer and Management Champion Having Worked with many Fortune 500 Companies