How can you ensure crew members are aware of career advancement opportunities?

1 Assess their skills and interests

The first step to help your crew members advance their careers is to understand their current skills, strengths, and areas for improvement, as well as their interests and aspirations. You can use various tools, such as performance reviews, feedback surveys, self-assessments, or career conversations, to gather this information and identify their potential and needs. This will help you tailor your training and development programs, as well as your succession planning and promotion policies, to match their profiles and preferences.

2 Provide training and development opportunities

The second step is to offer your crew members various opportunities to learn new skills, acquire new knowledge, and enhance their competencies. You can design and deliver training and development programs that cover topics such as customer service, safety, leadership, communication, teamwork, or technical skills. You can also encourage your crew members to pursue external courses, certifications, or degrees that are relevant to their career goals, and provide them with financial or logistical support, such as tuition reimbursement, flexible schedules, or study leave.

4 Create career paths and mobility options

The fourth step is to create clear and realistic career paths and mobility options for your crew members, based on their skills, interests, and goals. You can map out the possible progression routes and roles within your airline, as well as the requirements and expectations for each position. You can also offer your crew members the opportunity to explore different functions, departments, or locations within your organization, through job rotations, transfers, or secondments. This will help you expose them to new experiences, challenges, and perspectives, as well as broaden their network and horizons.

5 Involve and empower them in decision making

The fifth step is to involve and empower your crew members in decision making processes that affect their careers and the organization. You can solicit their input and feedback on various issues, such as training and development needs, policies and procedures, or customer satisfaction. You can also delegate them some authority and responsibility to make decisions on matters that relate to their work, such as scheduling, problem solving, or innovation. This will help you foster a sense of ownership, engagement, and trust among your crew members, as well as enhance their skills and confidence.

6 Communicate and support them regularly

The sixth and final step is to communicate and support your crew members regularly, both formally and informally. You can use various channels, such as meetings, newsletters, emails, or social media, to share information and updates on career advancement opportunities, as well as success stories and best practices. You can also provide them with ongoing coaching, mentoring, or counseling, to help them plan, pursue, and achieve their career goals, as well as cope with any difficulties or setbacks. This will help you build a strong and lasting relationship with your crew members, as well as inspire and enable them to grow and thrive in their careers.

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?