If you are not placing any importance on implementing career development programs in 2016, you are likely to regret it. According to research conducted by SHRM, career advancement opportunities are placed as high importance by employees, and by not investing as much into employee development as competitors are, you are at risk of losing your best talent.
Career Development Methods
There are various methods that you can utilise in order to implement employee development plans. Some companies choose to create mobility programs within the organisation, such as internal hiring, mentoring or leadership programs. Others choose to focus on professional development- providing the funding for employees to work towards certifications and degrees. Some more popular methods include company paid general training and tuition; and nurturing talents, skills and abilities in order to encourage employees to excel in tasks that they enjoy.
Why?
The Benefit to You
When creating a career development strategy, consider the benefit to both the employee, and the business. Implementing career development plans can be a great benefit to your company. In enhancing the knowledge and experience of staff, you can fill internal skill gaps, and in some cases, role gaps. An increase in knowledge about the job in hand will also highly increase engagement and productivity, and tasks will ultimately be completed to a higher standard. This contributes to instilling confidence in your employees, which in turn increases retention levels. The benefits are endless, implementing such a strategy is an investment to a business as opposed to a cost.
Retention
We are seeing a massive surge in people seeking new opportunities and moving on from their existing job role. With the current job market on the up, retention strategies are more invaluable to a business than ever. It may come as no surprise that a lack of career prospect will play a significant part in an employee wanting to move on to better things. Putting procedures, such as career development programs, in place to ensure higher levels employee satisfaction, will ultimately increase retention. Of course, it would be a task to attempt to cater to everyone’s needs and expectations, particularly when people have such different ideas about their career goals and ambitions. But discussing with your staff where they want to be and how they want to get there, gives you the opportunity to aid them in achieving their career development targets. Read more on employee retention.
Employer Branding
Developmental programs which enhance employee’s prospects, is a great way to promote your business and to show how great you are as a company. Implementing a career development program is something you should use to enhance your employer branding. The job market is becoming ever more stable, and people have far more faith in the current climate. There is a greater choice available to people now, and retention is a big issue that employers are currently facing. Clearly defined career paths will help you attract new hires. They will make you appear attractive to prospective employees, and will set you apart from competitors- so shout about it. Read more on employer branding.
When Implementing The Plan
Manage Expectations
The first thing to ensure when you begin to implement career development plans, is that all expectations meet the reality of the plan. Tackle any uncertainties the employee may have. You may find that some view these developmental plans as an added workload and a stress. Manage your employee’s expectations by maintaining that these types of programs are available to those who are willing to engage and that no pressure will be added to those who do not want to participate. Taking a gentle approach and highlighting how such a plan will be a benefit to them; and outlining exactly how the program will be undertaken will help in managing the employee’s expectations.
Create a Clear Message
Avoid ambiguity and set a clear, concise message from the outset by defining what the plan will include and how you can help your staff get to where they want to be. Be sure to affirm that what you can provide to them rests heavily on company growth, company priorities, economic circumstances and the career goals of the individual. You may also avoid getting into hot water by defining whether this program will provide internal job opportunities or career opportunities- there is quite a difference between the two.
Don’t Over Commit
When you begin to implement your career development procedure, you must ensure that you do not over commit your time or resources if you cannot follow through with your promises. Avoid uncertainty and specify exactly how you can help the employee with career development and the channels by which will help them achieve their goals. It may be that you will provide funding for a member of staff to complete a college course or degree, in which case it would be advisable to set in place any rules or regulations in regards to where and when the employee can complete their work. For example, all work must be undertaken out of working hours, or limited to 2-3 hours a week. Ensure that the boundaries are set and that the employee understands that you can steer them in the right direction and help them to explore their options, but you are not there to do the work for them.
If you are looking for someone to join your team who can help you implement career development opportunities, then call us today on 0207 788 6600 and our specialist consultants can help you find the perfect HR professional for the role.
