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What do you do if your team members are not showing growth in their careers?

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As a content strategist, you want your team members to grow and thrive in their careers. But what do you do if you notice that they are not showing any signs of improvement, learning, or ambition? How do you motivate them, challenge them, and support them without being too pushy, too lenient, or too indifferent? Here are some tips to help you deal with this common and tricky situation.

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John Naveen Kennedy

CEO @Mikaios | Our clients are: Startup CEOs, Fortune 500 advisors, International public speakers & Forbes 30 under 30…
Amrita Angappa

I’m all game for 360-degree of Marketing || JOSH Talks Speaker || Marketing Communications Professional at Siemens ||…
Yasir Khan, PFP

Financial Planner

1 Identify the root cause

The first step is to understand why your team members are not showing growth in their careers. There could be many reasons, such as lack of clarity, lack of feedback, lack of opportunities, lack of interest, lack of confidence, or lack of alignment. You need to have honest and empathetic conversations with them to find out what is holding them back and what they want to achieve. You also need to assess their strengths, weaknesses, skills, and goals to see where they stand and where they can go.

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Amrita Angappa

I’m all game for 360-degree of Marketing || JOSH Talks Speaker || Marketing Communications Professional at Siemens || Ex-LambdaTest || In the pursuit of personal re-branding ???? -> ??
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Sometimes, lack of career interest could be due to personal reasons. Sometimes, it could be due to work environment, bad experiences at previous workplaces, taking up stressful projects frequently etc., You can see how you can support them if the latter is the case.

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Yasir Khan, PFP

Financial Planner
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Start by examining why your team members might not be experiencing growth. Is it due to lack of opportunities, skills gaps, motivation, or something else? Understanding the root cause will guide your actions.

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John Naveen Kennedy

CEO @Mikaios | Our clients are: Startup CEOs, Fortune 500 advisors, International public speakers & Forbes 30 under 30 entrepreneurs.
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Start by identifying why your team members are not growing. Are there external factors such as limited opportunities within the organization, or is it more about individual motivation, skill gaps, or unclear career paths? Engaging in open and empathetic conversations can help uncover these reasons. Sometimes, it's about understanding their personal goals and aligning them with the organization's objectives.

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2 Set clear and realistic expectations

The next step is to set clear and realistic expectations for your team members. You need to communicate what you expect from them in terms of performance, quality, and behavior. You also need to define what success looks like for them and how it will be measured and rewarded. You need to make sure that your expectations are aligned with their abilities, interests, and aspirations. You also need to make sure that they understand and agree with your expectations and that they have the resources and support to meet them.

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John Naveen Kennedy

CEO @Mikaios | Our clients are: Startup CEOs, Fortune 500 advisors, International public speakers & Forbes 30 under 30 entrepreneurs.
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Once you understand the root causes, work with each team member to set clear and achievable career goals. These should be aligned with both their personal ambitions and the organization’s needs. Establishing specific, measurable, attainable, relevant, and time-bound (SMART) objectives can provide a clear direction and focus.

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Yasir Khan, PFP

Financial Planner
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Clarify expectations regarding performance and career advancement within the team. Ensure that team members understand what they need to do to progress in their careers and what support they can expect from you and the organization.

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3 Provide regular and constructive feedback

The third step is to provide regular and constructive feedback to your team members. You need to praise them for their achievements, acknowledge their efforts, and celebrate their milestones. You also need to point out their areas of improvement, suggest ways to overcome their challenges, and offer guidance and coaching. You need to make feedback a two-way process, where you listen to their opinions, concerns, and questions. You also need to make feedback timely, specific, and actionable, so that they can learn from it and apply it.

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Yasir Khan, PFP

Financial Planner
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Offer specific feedback on areas where team members can improve. This could include technical skills, communication, leadership, or any other relevant aspect of their work. Be supportive and offer guidance on how they can develop these skills.

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4 Create opportunities for learning and development

The fourth step is to create opportunities for learning and development for your team members. You need to encourage them to pursue their interests, explore new topics, and acquire new skills. You also need to expose them to different projects, tasks, and roles that challenge them and broaden their horizons. You need to provide them with access to training, mentoring, networking, and other resources that can help them grow and advance. You also need to recognize and reward their achievements, progress, and potential.

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Yasir Khan, PFP

Financial Planner
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Identify training programs, workshops, mentorship opportunities, or stretch assignments that align with each team member's career goals. Encourage them to take advantage of these opportunities for growth.

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5 Empower them to take ownership and initiative

The fifth step is to empower your team members to take ownership and initiative in their careers. You need to delegate tasks and responsibilities that match their skills and goals. You also need to give them autonomy and flexibility to make decisions and solve problems. You need to trust them to deliver results and hold them accountable for their actions. You also need to encourage them to set their own goals, plan their own paths, and seek their own opportunities.

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Yasir Khan, PFP

Financial Planner
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Empower team members to take ownership of their career development. Encourage them to set their own goals, seek out learning opportunities, and actively pursue growth.

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6 Monitor and adjust your approach

The final step is to monitor and adjust your approach as your team members grow in their careers. You need to keep track of their performance, satisfaction, and engagement. You also need to solicit and act on their feedback, suggestions, and complaints. You need to adapt your expectations, feedback, and support to their changing needs, preferences, and aspirations. You also need to celebrate their successes, support their failures, and inspire their dreams.

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Yasir Khan, PFP

Financial Planner
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Continuously monitor the progress of team members in their career development journey. Offer ongoing support and guidance as needed, and be prepared to adjust your approach based on their evolving needs and circumstances.

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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?

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What do you do if your team members are not showing growth in their careers?

1

2

3

4

5

6

7

1 Identify the root cause

2 Set clear and realistic expectations

3 Provide regular and constructive feedback

4 Create opportunities for learning and development

5 Empower them to take ownership and initiative

6 Monitor and adjust your approach

7 Here’s what else to consider

Content Strategy

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What do you do if your team members are not showing growth in their careers?

1

2

3

4

5

6

7

1 Identify the root cause

2 Set clear and realistic expectations

3 Provide regular and constructive feedback

4 Create opportunities for learning and development

5 Empower them to take ownership and initiative

6 Monitor and adjust your approach

7 Here’s what else to consider

Content Strategy

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