How can you ensure that your employees know about career development opportunities?

1.Your recruitment process should have competency-based metrics for evaluation so that the potential competency of the employee can be mapped further. 2. Career Policy for progression should be defined with learning paths for the short term and long term. 3. Self-development as part of Individual development plans for progression are to be mapped to their KRAs. Learning paths for the short-term and long-term will help. 4. Succession Planning/ Internal job posting to be visible and aligned to the career mapping so that employees can take it up. 5. Create an SME forum and mentors to handhold the employees on the career graph.

See below how important are career paths! Once employees understand there is chance for their career trajectory to the better, they are likelier more motivated to try them out. Start by making exposition on available career options within your organization. The career mentorship, or HR, in your entity will help with that. Show the essence, and through that value proposition, you'll have employees ready to walk your talk.

To ensure that employees are aware of career development opportunities, I prioritize transparent communication. I regularly hold one-on-one meetings with team members to discuss their career aspirations and identify areas for growth. Additionally, I share information about training programs, mentorship opportunities, and internal job openings through regular emails, team meetings, and company-wide announcements. Creating a culture that values continuous learning and development also encourages employees to seek out opportunities for advancement. By being proactive and transparent in my approach, I empower my team to take ownership of their career paths and pursue growth opportunities within the organization.

Always post openings before using social media . Let your employees know you value you them first for any openings. Managers should be communication all openings at all times

A career path is defined as a long-term plan that includes specific steps or tasks that help you advance to a desirable occupation or new role. It typically involves a series of related jobs or roles that provide increasing levels of responsibility, skill development, and possibly higher levels of compensation.

1. Encourage your team to assess their skillset 2. Promote training and development 3. Mentorship programs 4. Train managers 5. Offer career coaching 6. Empower employees to create a career development plan 7. Identify and encourage unique skills 8. Promote cross-functional projects 9. Provide networking opportunities 10. Offer technology and tools

Part of a leader's job is to elevate the people around him/her. Its the "mentor" part of the gig, and is hugely impactful to retention and high performing teams. Goals for any individual should be twofold: (1) what will you achieve/accomplish, for the benefit of the company, and (2) how will I (Manager) help you be a better (stronger/wiser/more capable...pick a term) professional a year from now....for your benefit, but also benefitting the Company. The leader has to make development a priority, and the performance management framework needs to support the role of the manager, and also hold them accountable to this obligation.

1. Create Your Companies Career Development and Growth Plans. 2. Assess Your Employees' Current Skills and Knowledge. 3. Figure Out Where Your Employee Wants to Be. 4. Identify Goals to Get Your Employees There. 5. Develop A Plan of Action. 6. Review The Plan Again. 7. Update The Plan Regularly.

Sometimes the best way to educate someone on something is to speak to them on a one on one level through mentorship. Once you make time to speak to an employee individually about their future plans, they are immediately made aware of the idea and importance of developing themselves career-wise. Help them with their SWOT analysis and offer the advice and feedback necessary for example. Naturally, this will open up their eyes to any opportunities you advertise to them through various initiatives. And of course, recognizing their efforts and rewarding them will give them a boost.

My experience is, that three things should come together: a clear understanding of the company about its strategy and the related skills of the workforce, an understanding of the manager about the development needs of the team members (based on own, day to day perception on the job), and not to forget employees with an own view what they need as future skills to maintain their employability (independent from the current employer).

Offer internal promotions, recognition, and rewards to employees who consistently progress in their training and toward their career development goals. You can also run mentorship programs and offer access to career coaches.

So many employees do not know of the opportunities nor have a career plan. When we offer support and feedback, that opens the door for a conversation about how they can progress in their career. Asking them questions about what work they do and what they enjoy doing will help them think about what opportunities may come up in the future that they would want to consider. We should remind them they are to be proactive in defining the jobs they want, getting the skills needed, and seeking out those opportunities rather than waiting on someone else to tell them.

Rotation is also very effective strategy, and the willingness of organizations leaders to promote learning across entire organizations, leadership courses is not effective nowadays without career exposure and cross functional experience within organizations,

Few years ago I did a campaign on how employee’s ‘Applied for a job, secured a career at XXX company.’ Sharing internal success stories on how an employee moved internally and grew into something bigger goes a long way in motivating others.

1. Encourage professional development. 2. Help each employee create a development plan. 3. Pair employees with mentors. 4. Help them build their networks. 5. Challenge employees with stretch assignments. 6. Show employees you value and trust them. 7. Celebrate their growth.

Some additions; most important is to establish a lifelong learning culture in your company; starting from the top: Ensure commitment from all levels of management to prioritize training and allocate time for it Create a formal plan with clear outcomes, budget, resources, and time allocation for training Make Learning Accessible and Flexible and offer personalized learning pathways Promote Continuous Learning and integrate learning into daily work processes Empower Employees: Give autonomy to employees in their learning journey, encourage knowledge sharing, and recognize and celebrate learning achievements

While I am a huge fan of inter-mobility, continuous learning, individual development plans, career mapping…. The list is pretty extensive. Something I have found to be invaluable is having a mentor. A person with extensive experience, someone open and willing to share an ideally someone who is willing to share your name in rooms or at tables you are not at. This person can provide you with insight to career moves that you may not even think about. Sometimes a lateral move is necessary for the eventual move up. And those are the types of things that a mentor can help you see clearly and understand why it is as important if not more important than a promotion in your long game.

Information is the wheel that rolls your career 'talk' Communicate essence of career development, as you cite available opportunities within your organizational orbit. From that, inspire the employees.

To ensure employees are informed about career development opportunities, maintain consistent communication across multiple channels, such as emails, meetings, and internal platforms. Provide personalized support through individual discussions with managers and offer workshops or training sessions to boost awareness and encourage involvement. Employing digital platforms to consolidate information can also simplify access to opportunities. Ultimately, transparent communication and active engagement are key to empowering employees to pursue career progression within the organization. #ahmedalaali11

Cultural Emphasis on Growth: Cultivate a company culture that emphasizes personal and professional growth. Encourage experimentation, learning from failures, and taking on new challenges as part of career development. Leadership Involvement: As an executive, lead by example. Share your own career development experiences and be visible in your support for employee development initiatives. Your involvement can signal to employees that the organization is committed to their growth. Promote Internal Mobility: Encourage and facilitate internal transfers and promotions. Make sure job openings are posted internally and that the application process is transparent and fair. Highlight stories of internal career advancement to inspire others.