As a product manager, you want your team members to grow and thrive in their roles. But sometimes, they may face challenges or obstacles that prevent them from achieving their career goals. How can you help them overcome these difficulties and support their professional development? Here are some tips to consider.
The first step is to understand what your team members want to achieve in their careers. Do they want to learn new skills, take on more responsibilities, switch domains, or pursue a promotion? You can use regular one-on-one meetings, performance reviews, or surveys to ask them about their short-term and long-term goals, their motivations, and their expectations. This will help you align their goals with the team's and the company's objectives, and also identify any gaps or misalignments that need to be addressed.
I hated when my managers would ask "Where do you see yourself in the next 10 years?". Why? Because I had no idea. Some folks know "I want to run a company" or "I want to become a CPO", but many (most?) folks aren't thinking that far ahead. Instead, ask your team something like: => 1 year from now - what would make you look back and say "I crushed it!"? I have found this to be a powerful way to identify time-bound, highly relevant goals that are typically immediately actionable - especially with a little help and guidance from you!
A team full of motivated and curious people will always help bring positive outcomes. To make sure the team is enjoying their work, it's important to understand what each one is aspiring to take away from the current role. Having open conversations about the goals or career path they have set for themselves will let you lead or guide them towards achieving the goals. With the ever changing and evolving tech, there's always a need to upskill and or transition to roles/domains that interests the individual. Conduct cross functional trainings within the team and provide an open space for everyone to talk and exchange views about how they feel about their current responsibilities.
Wherever purpose is unknown, abuse in inevitable ~ Dr Miles Munroe Always having intentional self assessments is a great way to know interests, goals, strengths and weaknesses. That was what helped me through my career and transitioning into the career path I find myself in currently. Thus my first call of action, to helping my struggling team mates will definitely be this! What are your strengths? What of your weaknesses, are you even aware of them? What skills do you have now? Where do you want to get to, how do you think you can get there? Any Goals? It’s not always fully clear or straightforward but once these assessments are done over a period and questions answered correctly, we are one step ahead of dealing with the challenge.
As a leader, it is important to understand the individual career goals of each team member. You can help them by providing resources and opportunities for professional development, setting clear expectations and goals, and offering support and guidance when needed. Additionally, regularly checking in with team members about their progress and offering constructive feedback can also assist them in achieving their career goals.
The first step is understanding the dynamics of how things are done in the organisation. Once you have enough understanding, the goal should be to bring all stakeholders on board and address the low-hanging fruits. in my opinion, not shaking things up too much right at the offset and getting a conversation started in the right direction should be the first goal. Once momentum kicks in and things get better, you can build on top of it.
The second step is to provide your team members with constructive feedback and coaching that can help them improve their performance and reach their goals. You can use specific examples, data, and metrics to highlight their strengths and areas of improvement, and suggest actionable steps they can take to enhance their skills and knowledge. You can also offer your guidance, advice, and support as a mentor, and connect them with other mentors or experts who can help them learn from different perspectives and experiences.
After having coached 100s of individuals on career, I have found that the vast majority of them hadn’t considered a few basic options when it comes to their career. These include the following: switching companies, switching job type, switching industries, or becoming an entrepreneur. The world is so large and retraining time is insignificant over an entire career that many people unfortunately forgo several of these options. They slide into something easier for short term impact. It’s easy to get complacent in personal growth the longer your career goes on. If you decide to become a lifelong learner, the choices become much easier. Network to find like-minded people for support during the transitions. They want you too!
Having a mentor who can give honest feedback and help through the growth of an individual is amazing. Conduct frequent one-one discussions and listen to their concerns and confusions. Help them come up with a plan to work on the concerns. Ensure them that you will monitor their growth and support with resources whenever required. Suggest trainings and point them towards the opportunities you feel that is right for them. Having the assurance of having someone to listen, understand, guide and mentor makes a lot of difference by bring a positive change within the individual which in-turn will reflect in the work they do.
Regularly provide constructive feedback on team members' performance and progress. Offer guidance and coaching to help them develop the skills and competencies required for their career goals. A supportive feedback mechanism creates a positive learning environment and aids in their professional development.
Individual Goal Discussions: Initiate one-on-one conversations with each team member to understand their career aspirations. Discuss their short-term and long-term goals, and explore how these align with their current role and the team's objectives. Mentorship Opportunities: Facilitate mentorship opportunities within the team or the organization. Pair team members with mentors who can provide guidance, share experiences, and offer valuable insights to help them navigate their career paths.
- Constructive Feedback: Offer regular, constructive feedback on their performance, highlighting both strengths and areas for improvement. Feedback should be specific and actionable. - Mentoring and Coaching: Pair team members with mentors who can guide them in their career development. Consider both internal and external coaching opportunities to provide diverse perspectives and insights.
The third step is to create opportunities and challenges that can help your team members grow and advance in their careers. You can delegate tasks, projects, or initiatives that match their interests, goals, and capabilities, and that also stretch them beyond their comfort zone. You can also encourage them to take on more leadership roles, collaborate with other teams or departments, or participate in training programs, workshops, or events that can expose them to new ideas, trends, and best practices.
- Stretch Assignments: Assign projects and tasks that push team members slightly out of their comfort zones. These challenges encourage growth and skill development. - Cross-functional Collaboration: Facilitate opportunities for team members to work on projects with other departments. This exposure can broaden their skills and understanding of the business.
Empower your team by providing opportunities and challenges that align with their career goals. Assign tasks that allow them to stretch their skills and take on new responsibilities. This not only keeps them engaged but also facilitates skill development and career progression.
Create Growth Opportunities: Identify opportunities for your team members to take on new responsibilities, projects, or leadership roles. This not only helps them develop new skills but also provides a sense of career progression.
You can facilitate growth through strategic opportunities by following ways 1. Individual Development Plans 2. Skill Enhancement Projects 3. Cross-Functional Collaboration 4. Leadership Opportunities 5. Innovation Challenges 6. Learning Budget Allocation 7. Offer Stretch Assignments 8. Internal Workshops and Training 9. Succession Planning Involvement 10. Support Intrapreneurial Initiatives
If you have already met with your team and know the goals from each team member, it becomes easier as the job and tasks become apparent, who should work on what work. If I know multiple people could value on a new task, I might delegate it as a group, with one person as prime, and the others as peer reviewers, or I will rotate who is lead around the team. In the case when there are limited tasks or opportunities, I might get creative with the team and ask if this is something we want to do as a side bar item. For example, lets say some team members want to learn AI further, we might make it a learning opportunity with the internal team, and have them learn something and share it back to the team. Being creative is really the way to go
The fourth step is to recognize and reward your team members for their achievements and contributions. You can use verbal or written praise, public recognition, bonuses, raises, or other incentives to show your appreciation and gratitude for their work. You can also celebrate their milestones, successes, and learnings, and share their stories and feedback with other stakeholders. This will help you boost their morale, motivation, and loyalty, and also inspire others to follow their example.
From my experience, one of the most valuable experiences I have had is within my own team. One thing I like to do at my team meetings is ask for anyone to provide "shout outs" to others on the team. I am always surprised, I learn about things I didn't even realized happened during the week. Like a shot out to Mary who supported and mentored me on XYZ. It is great team building. With the broader teams (engineering, sales, etc) I want to ensure every time we have the team together on big calls (100+), we take the time to really call out special individuals and really talk about what they did. It is so important. People work so hard in this business to bring products to life, its worth highlighting it every chance you get.
Recognition serves as positive reinforcement and motivates individuals to continue striving for their career goals. Whether through public acknowledgment, awards, or other forms of recognition, make sure their efforts are valued.
Acknowledge their accomplishments publicly and tie recognition to specific career objectives. This boosts morale and motivates them to excel. Additionally, provide constructive feedback to guide their growth, ensuring they feel valued and aligned with their career trajectory. This approach fosters a positive work environment conducive to both personal and professional development.
Recognition and Appreciation: Acknowledge and appreciate the efforts and achievements of your team members. Recognizing their contributions boosts morale and motivation, making them more engaged in pursuing their career goals.
To support your team members in achieving their career goals, recognizing and rewarding their achievements is a powerful motivator. 1. Define Recognition Criteria 2. Regular Acknowledgment 3. Personalized Recognition 4. Public Recognition 5. Implement Reward Programs 6. Career Milestone Celebrations 7. Encourage Peer Recognition 8. Spotlight on Growth 9. Link Rewards to Performance
The fifth step is to support your team members' well-being and happiness. You can do this by creating a positive and inclusive team culture, where they feel valued, respected, and trusted. You can also promote a healthy work-life balance, by respecting their boundaries, preferences, and needs, and by offering flexibility, autonomy, and support when they face personal or professional challenges. You can also check in with them regularly, listen to their concerns, and provide emotional and psychological support when needed.
Trust and empathy can help support the well-being of the team members. Always be available when someone needs you or shows signs of struggle with their work. Sometimes it's good to talk to team members about personal challenges to understand them as a person and not just as a colleague. Create a safe and respectful environment for them to have open conversations during tough times. This way you can help and support the individual while also looking out for your team and the well-being.
Foster an environment where team members feel comfortable discussing their challenges and well-being. Open communication helps identify areas of concern and allows for collaborative solutions. Regularly assess team members' workloads to ensure they are manageable. Distribute tasks evenly and address workload issues promptly to prevent burnout. Foster a positive work culture that values work-life balance. Lead by example and emphasize the importance of well-being for both personal and professional success.
Recognize the importance of work-life balance and the overall well-being of your team. Provide a supportive work environment, offer flexibility when possible, and encourage a culture that prioritizes mental and physical health. A balanced and healthy team is better equipped to pursue and achieve their career goals.
The sixth step is to review and adjust your team members' goals periodically, based on their progress, feedback, and changing circumstances. You can use data, metrics, and evidence to evaluate their performance and outcomes, and to identify any achievements, challenges, or learnings. You can also ask them for their input, opinions, and suggestions, and involve them in the decision-making process. This will help you ensure that their goals are still relevant, realistic, and meaningful, and that they are on track to fulfill their career aspirations.
Periodically review individual career goals with team members. As circumstances evolve, their aspirations may change. Be flexible and open to adjusting goals based on their personal and professional development. This ensures that the goals remain relevant and achievable.
To support team members in achieving their career goals, provide regular feedback, mentorship, and opportunities for skill development and growth. Encourage open communication to understand their aspirations and align organizational resources to support their professional advancement.
PMs are fire fighting many a times. In this race we forget to set aside our energies for self learning. If you do not continuously encourage your team to keep going back to the best practices. You may find your self loosing control on quality and making peace with settling on a low bar.
To support team members who are struggling to achieve their career goals, consider the following *Open Communication: Encourage team members to openly share their career goals, challenges, and aspirations. Create a supportive environment where they feel comfortable discussing their concerns *Provide Training and Development Opportunities,Mentor them. *Feedback and Recognition for their progress and achievements towards their career goals. *Create a culture that values professional growth and advancement. Encourage team members to take on new challenges, projects, and responsibilities that align with their career aspirations. *Help team members identify their strengths and leverage them to achieve their career goals.
Consider fostering a culture of continuous learning within the team. Encourage the pursuit of additional skills and knowledge relevant to their career goals. Provide access to training and development opportunities. Additionally, be attentive to any obstacles or challenges team members may be facing, both professionally and personally. Offering mentorship or creating a mentorship program within the team can provide valuable guidance. Lastly, consider aligning team goals with organizational objectives, demonstrating how individual growth contributes to the overall success of the team and company.
It's a clear sign of being unaware of our goal. At the beginning of our career, we are fascinated with new culture, working proffesionals around us and most importantly excited about being independent and money. Therefore, many of us are clueless about the direction of career goal. And when one feels so, it time when you need to PAUSE & REFLECT. - Pause to reflect, what you have done and achieved so far. Congratulate yourself - Reflect on the thing you enjoyed the most - Take a call, if you are willing to do that for next 8 to 10 years - Chalk out skills needed to achieve that - Bifurcate skills you have and skills you need to learn - Work towards learning to skills And you are already on the path of your goal !!
Employee Assistance Programs: Offer access to employee assistance programs that provide support for personal and professional challenges. These programs can include counseling services, financial planning, and wellness resources. Regular Check-Ins: Schedule regular check-ins to discuss progress, address concerns, and provide ongoing support. These conversations help maintain an open line of communication and demonstrate your commitment to their success.