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How to Create Career Paths for Your Employees
(and Why You Should)
If your company doesn’t have career paths, you’re on the wrong track—but in the right place! This article will explain how to create a clear roadmap of milestones and achievements your employees need to reach. It will also offer you advice on how you can create these paths and engage employees. If you want to know why these paths are even important, keep reading and bring your team to the next level!
Why Create Career Paths?
Creating career paths helps you retain employees and empower them to reach their full potential. It’s as simple as that! The more you invest in your employee’s professional development, the more it pays off. If you take the time to think of a plan for each worker and explain what exactly they need to do to reach the next step towards advancement, your workers will feel more engaged.
Investing in the professional development of your employees is a must—a surprising 80% of employees become disengaged and leave if there’s no progression or development in their current positions. Nurturing their career goals and development will help the team members feel more appreciated on top of improving their performance.
How to Create Employee Career Paths
Now that you understand that employees will leave if you don’t invest in their progress, you’re probably wondering how you can even create professional development plans. Follow the advice below!
Understand Job Descriptions and Hierarchy
Before devising career paths for each employee, you have to get familiar with your company’s organizational structure. If you don’t have one, it’s time to create it. Write down the positions and the hierarchy and consider the job description for each position. Make a note of the employee’s daily activities and responsibilities. Use this opportunity to compare your company structure to your goals—you’ll see how many people are working towards your goal. For example, if your aim is to improve customer satisfaction, but you have a shortage of agents, you need to hire more people.
Think of a Plan for Each Position and Skill Set
Now that you have all the job positions and descriptions in front of you, it’s time to assess each one. First, you need to decide what the most important skills for each position are. This task might not always be easy, especially if you’re not that familiar with each employee’s work, but it’s an essential step. Consult team leaders or other managers and understand the perfect set of skills for each position. Then, decide how each position can advance. What does an agent have to do to become a shift leader? Write down the needed skills and qualities for advancement.
Consider the Training Needs of Each Roadmap
With an established list of necessary skills, you can start working on the training needs for each position. For example, you can revise your current training programs and see if they match the necessary skills. If not, you need to create new materials and teach the employees the skills they must have to perform their job well. On top of that, don’t forget the desirable skills, i.e., the skills that aren’t obligatory but would help your team. You don’t have to train your employees on them right away, but you can offer the training as a part of the development plan.
Create a Plan for Each Employee
The previous steps might seem demanding and time-consuming, but they lead to the most important one—career path creation. Devising a career path for each employee takes time and effort, but employees appreciate it. They feel like the company cares about them and their skills and wants them to be better. Start by comparing the general career advancement plan for the position and the individual. Everyone has different abilities, qualities, and goals, which you should consider when setting milestones. A hard worker will find the milestones you set for average workers less than challenging, which won’t help them hone their skills or advance. Because of this, think of each employee individually when creating a plan.
Discuss the Plans with Employees
Your plan is just a plan until an employee accepts it and identifies with it. So, before implementing the plan, have a meeting with each employee to discuss the plans you’ve created for them. Such meetings allow you to not only share the program with the employee but hear their thoughts on it. Another benefit of discussing career paths one-on-one with the employees is that you can ask them about their needs. Don’t simply take your opinion as fact—ask them what they want to accomplish and how they want to better themselves and modify the plan accordingly. It will work wonders for their engagement!
Revise the Plan Regularly
Going over the career paths for each employee on a weekly or monthly basis is impossible and a waste of time. However, you should conduct revisions whenever there’s a change in the organizational structure or with your company goal. All your job positions should be aligned with the company’s overall objective. Therefore, once the objective changes, so should the responsibilities and professional aims. You don’t have to do it on your own. Instead, you can involve managers, leaders, or the employees themselves. Also, you can encourage the team to bring up any new personal goals or interests, so you can incorporate them into the plan, making it more useful for the employee.
Creating a career path for each employee doesn’t have to be as complicated as it sounds! Start by understanding the organizational structure of your company and each job position, including the skills necessary for it. Then, think of a career development plan for each job post and determine the training needs. Once you’ve done that, you can create a career path for each employee, discuss the plan with them, and change it whenever there’s a need for it. That way, you’ll ensure that your employees have clear pointers on how to develop professionally, which will help them be more proficient and effective.
Guest Author/Blogger ——————————————————-
Michelle Laurey works as a VA for small businesses. She loves talking about business and sharing her experience with others. Outside her keyboard, she spends time with her Kindle library or binge-watching Billions. Her superpower? Vinyasa flow! Talk to her on Twitter.