How can you effectively support the career development of your employees?

1 Know their aspirations

The first step to support your employees' career development is to understand their aspirations, strengths, and areas of improvement. You can do this by having regular conversations with them, asking them about their interests, passions, and goals, and giving them feedback on their work. You can also use tools such as career assessments, personality tests, and 360-degree reviews to gain more insights into their potential and preferences.

2 Provide opportunities

The second step to support your employees' career development is to provide them with opportunities to learn, grow, and apply their skills. You can do this by offering them training, coaching, mentoring, and shadowing programs, as well as assigning them challenging projects, tasks, and roles that align with their aspirations. You can also encourage them to pursue external learning opportunities, such as online courses, certifications, and conferences, and support them with time, resources, and recognition.

3 Create a plan

The third step to support your employees' career development is to create a plan with them that outlines their short-term and long-term goals, the actions they need to take, the resources they need to access, and the milestones they need to achieve. You can do this by using a SMART framework (specific, measurable, achievable, relevant, and time-bound) to set clear and realistic objectives, and by reviewing and updating the plan regularly with them. You can also help them track their progress, celebrate their successes, and overcome their challenges.

4 Give feedback

The fourth step to support your employees' career development is to give them constructive and timely feedback on their performance, behavior, and outcomes. You can do this by using a balanced approach that highlights their strengths, areas of improvement, and suggestions for action. You can also use a feedback sandwich technique that starts and ends with positive feedback, and sandwiched between is constructive criticism. You can also ask them for feedback on your own leadership style and how you can support them better.

5 Connect them

The fifth step to support your employees' career development is to connect them with other people who can help them advance their careers. You can do this by introducing them to mentors, coaches, peers, and experts who can offer them guidance, advice, and support. You can also help them build their network by inviting them to events, meetings, and groups where they can meet new contacts, exchange ideas, and learn from others. You can also encourage them to join professional associations, communities, and platforms related to their field of interest.

6 Empower them

The sixth and final step to support your employees' career development is to empower them to take ownership of their careers. You can do this by giving them autonomy, flexibility, and responsibility in their work, as well as trusting them to make decisions, solve problems, and innovate. You can also support their personal and professional growth by respecting their values, preferences, and needs, and by acknowledging their contributions, achievements, and potential.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?