Equip Managers to Engage in Career Development Discussions With Employees
Help managers develop employees through coaching.
Despite organizational investment of time and effort in employee development, employees still report their development needs aren’t being met.
Organizations often have a lot of development opportunities, but need manager help to connect the right opportunities to the right employees.
Employees commonly cite career-related reasons when asked why they left their last employer. In fact, two of the top five reasons for departure are directly related to careers (McLean & Company Exit Survey, 2017; N=5,940). This represents a huge cost for organizations in terms of recruitment, training, productivity loss, and lost opportunity.
Coaching is an effective way for people managers to influence employees and has a tangible impact on organizational results.
Career path programs are not outdated, but they need to be approached differently – it’s less about creating a prescribed framework and more about creating visible opportunities.
Development needs to be employee-owned and manager-supported, as well as organization-informed so it meets the needs of the organization.
Impact and Result
Connect the right development opportunity to the right employee through an effective development planning process.
Equip managers to empower employees to drive their own careers and provide them the tools to do so. Through manager-led development coaching, employees acquire a wide range of skills and explore their interests.
Organizational benefits of development coaching include increased employee engagement, bench strength, and retention.
Equip Managers to Engage in Career Development Discussions With Employees Research & Tools
1. Equip managers to engage in career development discussions with employees
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