How can you help employees navigate the job market?

The obvious starting point for career decisions may appear to be job title or salary, but it pays to take a step back. Do you ever find yourself compromising on your values? If so, how would things change if you considered them as non-negotiable standards from which you'll never deviate? By stipulating the standards you'll stick to without fail, you're making your priorities clear to yourself and the people you work with. Commitment to anything in life requires making a choice - not just to pursue that goal, but to ignore the millions of other things that could take up the finite time we have available to us. Discussing this idea can be valuable in itself, as it helps you find alignment with those around you.

Asking "Why" your employees need to handle the job market would be a good start before you go to the "How". This is where your Coaching skills come in play. So not only equipped employees with the right skills to handle job change (which might fall more into mentoring) you can understand more what triggers them at the first place.

One thing I wonder about this article is why it says "your employee" in particular. By logic, of course we don't do things in order to prep them to get another role in another company we don't know about. However, as bitter it might be, in some cases we won't be able to cater for our team member growing desire to grow, and if they have hit the ceiling of career growth and personal development - then we will bid them farewell. In people development it's always good to grow one's potential, for example, for someone with a leadership potential and strong ambition, give them the exposure for them to learn the skills and people know-how so they can explore bigger roles eventually.

One of the hardest thing in Leadeship is handling the voluntary resignment. You just want to "keep" the high-performing talent for a long time. This won't do. Change is the inevitable thing even in Leadership. Do what you can in managing changes. Celebrate every achievement and milestones, even if it is the "graduations" of talents.

Communicate clear and simple labor market data. A lot of schools have many platforms and free tools such as bls.gov; yet can be challenging to navigate when meeting with students on the spot. It is better to provide timely opportunities such as work-based learning, internship and apprenticeship. It is also important for students to build a résumé -after they have defined their career goals and interests with professional career counselors/coaches.

Most employers think about onboarding - but not Offboarding and keeping in touch once employees have moved on. I’ve spoken to recruiters who have seen a rise in boomerang hiring - when an employee returns to a previous company - so keep in touch because you genuinely care, because you want to keep the relationship going and have their best interests at heart, and you may even find an ex employee wants to return when the time is right.