How to start a career conversation
How to start a career conversation
5 minutes
Is your team member stuck at a certain point in his or her career and doesn’t know which direction to take? Do they need further training to go up the corporate ladder? Career development conversations are crucial not only for addressing current issues but also for proactively shaping the future growth of your team members. These discussions can provide the clarity and support they need to move forward and foster a culture of continuous learning and improvement.
But how do you start the conversation?
Starting a career development conversation can be challenging, so start by selecting a quiet, comfortable setting free from interruptions. Whether it’s a cozy office or a quiet corner of a café, make sure the environment is conducive to an open and relaxed conversation. Timing is equally important; find a slot that works well for both you and your team member, ensuring there’s enough time to dive deep without feeling rushed.
Begin the conversation with a warm, friendly greeting. Express genuine interest in the employee’s growth and set a positive tone from the outset. This helps to ease any anxiety and builds a foundation of trust and openness.
Be clear about the objective of the conversation. Explain that this is a collaborative effort focused on their professional development. Reassure the employee that the aim is to explore opportunities for growth and to support their career aspirations.
Invite your team member to share their thoughts on their current role and future aspirations. Ask open-ended questions like, “What are you most proud of in your current position?” and “Where do you see yourself in the next few years?” Listen actively, showing that you value their insights and perspectives.
Let them lead the conversation. It’s all about them and guiding them as they reflect on their achievements and challenges is the best way to help. Encourage them to identify their motivations, values, strengths and areas they’d like to improve. Validate their insights with your observations for a balanced and constructive dialogue.
Not everyone in your team will be the same. They will each have their own unique career goals and aspirations. Work together to define goals that are Specific, Measurable, Achievable, Relevant, and Time-bound (SMART). Ensure these goals are clear and attainable, and that they address the employee’s aspirations and areas for improvement.
Discuss the resources available to support their development. This could include training programs, mentorship opportunities, or online courses. Offer your support in accessing these resources and help in removing any potential barriers.
Break down the goals into manageable steps and set regular checkpoints to monitor progress. Establish a schedule for follow-up meetings to review achievements, discuss any challenges, and provide ongoing feedback.
Recap the key points, goals, and action steps. Ensure both of you have a clear understanding of the next steps. This ensures everyone is on the same page and sets the stage for accountability. Encourage them to maintain open communication and schedule a follow-up meeting to review progress and adjust the plan as needed. Emphasise the importance of continuous dialogue and make it clear that this is just the beginning of an ongoing conversation.
Having a career development conversation is a vital component of fostering a motivated and high-performing team. By engaging in these discussions, you can help your team navigate their career paths, identify their strengths and areas for growth, and set clear, achievable goals. Generating a personalised development plan ensures that employees have the resources and support they need to succeed. By making career development conversations a regular part of your ongoing conversations, you demonstrate a commitment to your team’s growth and success.
