What are some effective ways to follow up on career development goals?

If you focus on "Specific", "Measurable" and "Time-based", you're already solving most of the issues you can find when dealing with career development goals. Don't just say "I want to get promoted by next year". Instead, look at what knowledge and experience that promotion requires, break things down, group them into categories and start getting specific in regards of what you want to achieve and how you'll be able to demonstrate that you've acquired that knowledge (ie: a certification).

To properly develop professional objectives, it is essential to establish short-term goals, as the workplace is constantly evolving and requires flexibility and adaptability. Additionally, staying updated on new methodologies and technological advancements is crucial, as they progress rapidly. Likewise, fostering a collaborative spirit, knowing how to listen, and being willing to cooperate with other individuals or entities is important. Given that the work environment influences professional development, cultivating collaborative relationships contributes to a more comprehensive and enriching view of one's career trajectory.

I love SMART goals and used this in 121s when managing my team. We discussed career development regularly and it is always about understanding what that individual wants and then setting tangible SMART Goals to get there and check in weekly/monthly depending on the goal. It has to be tangible and realistic. An example could be someone wanting to be more confident in client meetings, so what do you need to do to get there. The actions could be preparing for the meeting, creating an agenda, practising through role play, shadowing a meeting, then having a meeting with your manager and then feeling confident enough to do it by yourself. Set time frames on what you need to do to get there and the outcome is doing the meetings confidently.

Having regularly scheduled check-points to follow up on progress is a good way to help people divide their bigger goals into smaller and achievable objectives. Knowing that you're committing to complete a course, read a book, acquire a technique, etc within a defined time frame drives focus on the task.

Regardless of your tool of choice (kanban board, spreadsheet, miro, etc), I've found 3 key things need tracking to ensure success: 1. what you want to achieve 2. what actions you will take to achieve it 3. how will you demonstrate that you've achieved it

Celebrating achievements is key for motivation and confidence in an employee. You need to review with your staff what they have done well, what the results are and then celebrate them as a team and also on an individual basis with them. Sometimes employees feel that they are not doing well but reviewing the work and celebrating any small achievements is so important as they will then build on this and be motivated to achieve more. I love verbal praise and gave this regularly both on a 121 basis and in a team environment. The effect it has on people is fabulous - it does not have to be gushing but has to be heartfelt and have meaning.

Planning for the future needs to be looked at with each employee. I think having short term career goals is so important but longer ones are equally important. Where do they want to be in a years time, what does success and development look like for them. This allows you to succession plan, potentially upskill team members into new roles, help to build out teams and grow an area of the business. You need to understand as best you can what your team want and need longer term to protect your business and retain your people. If they have bought into you and can see that you want the best for them and can get them there then you have a good partnership moving forward.