What Does Career Planning Look Like In Your Organization?

  • Managers are actively involved with each of their direct reports’ careers, starting with setting concrete, measurable performance goals, providing timely performance feedback, suggesting areas and professional development for improvement and having helpful conversations about career next steps and longer-term possibilities on a regular basis.
  • Career planning is focused upon the high-potential employees in each department, those who have been labeled as “ready to move up” in six months to a year; the rest of the employees don’t have much career development support.
  • Your organization has embraced “self-directed career development” with support from online catalogues or suggestions for professional development programs and career interest profiles where employees are pointed in the right direction toward this support by managers.  Employees are encouraged to take charge of their own careers.
  • Career planning is the final part of the performance management discussion when, after discussion about the employee’s annual performance, the manager asks a question like, “So what do you think you might want to do next?”

Organizations, be they small start-ups, mid-market companies or large, global enterprises, use different strategies for career development.  The degree of effectiveness varies, depending upon how each strategy supports the human capital needs of the business, both short and longer-term, and how it supports employees’ desire for career development and growth.

A career-friendly organization™ ensures that career development strategies support both organizational needs and employee needs.

Should your organization take a fresh look at the effectiveness of its career planning processes and tools to maximize your ROI for the organization and each employee?  For more information on where to begin, click on this link to request our complimentary white paper,

The Career-Friendly Organization™ http://careercollaborators.com/White_Papers.html

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