How to make your career path the core of your employer’s value proposition
This article is part of a four-part series on aligning employee career growth opportunities with organizational talent priorities. See the other articles here.
Many organizations focus on solving the talent crisis by looking at what is needed today. On the other hand, employees are looking at organizations to see what their future might look like if they decide to join the organization. Incorporating the career path into your employer value proposition process will ensure that you help employees see and plan for a future with your organization, giving them a reason to join and stay.
Today’s workforce is motivated to enhance their skills and empower professional advancement. The pandemic reinforced the need for career growth and clarity, making it imperative to put employee career paths at the center of your employer value proposition. Here are the keys to that.
Providing personalized R&D opportunities and training
Assess your company’s career advancement needs and combine them with personalized training and R&D opportunities that match your employees’ aspirations, skills, potential and expertise. Offer training and coaching opportunities to encourage people to explore a future with the company in different jobs and departments. Join efforts with your employees to create career path plans, allowing them to see their options and the professional direction they can take. Establish robust succession planning mechanisms to help envision employees in leadership positions and take practical steps to make it happen.
Prioritize experiential learning
Take advantage of hands-on employee training instead of relying solely on theoretical concepts and e-learning. Encourage employees to take on new tasks and exciting projects, similar to long-term jobs that place them in a realistic environment and give them an idea of what it would be like to work in a specific role or position.
Align your career path with your strategic goals
One of the best ways to promote a sustainable workplace and employee success is to align your employees’ career paths with your overall strategic goals. This will also help you connect the career path and your EVP, ensuring consistency and effectiveness. Analyze your organization’s goals, needs, strengths and barriers to develop L+D programs and career paths that are not contradictory. As a result, every initiative and strategy will have a purpose and employee development will be meaningful and relevant to the continuation of your company. Revise An Agile Career Path for a Dynamic Organization for more information on establishing career paths.
Start helpful career conversations
Have open and constructive conversations with your employees about their career goals, aspirations and affiliations. Help them determine what helps them develop and grow. Provide helpful tips and platforms to learn and adopt new skills. Be honest and make sure they have realistic and tangible goals that align with your company’s opportunities and goals.
Offer mentoring and coaching
Mentors and coaches encourage career progression by helping to identify L&G program goals, high-potential employees and skills gaps. They can help employees find their place in a company, shape their future, take advantage of their strengths and address their weaknesses. Coaching and mentoring can increase employees’ sense of belonging and security because they can always turn to these professionals for help and advice. Rather, mentors provide guidance on career mapping and help people find the right roles, programs and tools.