How to Support Your Employees Career Growth

A lack of career growth is one of the top reasons why employees quit their jobs. Employees are promised career growth during the hiring process, but unfortunately, a lot of companies are not really willing to discuss or help their employees. 

 

How career growth improves employee retention:

According to BetterUp, studies show that employees who don’t have a clear way to advance their career path will leave their company for a new job. This makes sense if you think about it — few people want to keep the same title and salary level for years on end.  

 

The fact is, employees are always learning new things on the job. They might even be working on career development on their own time. And if you don’t recognize their growth with promotions or other advancement opportunities, employees may begin to feel underappreciated.

 

So, what can you do to support your employees’ career growth? P2L’s Your Career course can help you and your employees achieve success together by helping them excel and carve their own career path. This will also keep employees engaged and motivated.

 

Course objectives:

 

  • Reflect on their identity—what’s important to them, what they are good at, and what they like to do. 
  • Explore their reputation—how others perceive them and the impact of their reputation on the work they are attracting. 
  • Identify actions for minimizing the disconnect between identity and reputation and maximizing alignment.
  • Obtain ideas for building a vibrant, mutually beneficial “career community.” 
  • Prepare for career disruptions—unintentional or intentional.
  • Clarify their career vision and identify actions for making it happen.

 

Your Career can be run in one session or three distinct chapters, depending on your organization’s specific needs.

 

What’s now

This is about understanding key aspects of who you are, how you’re perceived at work, and how the difference between the two affects your career development. This chapter explores: 

  • Identity: What’s important to you? What are you good at? What do you like to do?
  • Reputation: How do others answer those questions for you and what kind of work are you attracting? 
  • Alignment: How do you bridge the gap between identity and reputation?

 

What’s next

This is the acknowledgment that, to get to where you’re going, you have to have a vision, you have to have a plan, and you have to have the right people around you. This chapter explores: 

  • Career Community: The five roles that everyone needs in their network. 
  • Networking: What it is and what it’s not for the short and long term. 
  • A Plan: Identifying steps for reaching your vision.

 

What if

This supports preparedness for when the inevitable change (either good or bad) happens. This chapter explores: 

  • Career Storytelling: How to envision your future and action plans based on your toolbox of accumulated skills and experiences. 
  • Resilience: How to move forward from career disruptions. 
  • Buffers: Ideas for creating distance and gaining perspective.

 

Contact P2L today for any questions or inquiries about this course.

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