THREE Careers SUPPORT GROWTH

Ponder this: Are you helping build their future, or are you in the way?

Our research and that of many others around the globe consistently find that having career opportunities is one of the primary reasons people stay and produce.

In Asia, you must provide career opportunities to grow or your talent will walk away. People will leave corporations they do not feel aligned with. Compensation is not always the driving force. Development opportunities are.

—Member of Asia-Pacific Talent and Diversity Council, Conference Board

Yet, far too many managers steer clear of career conversations. They worry about opening a Pandora’s box. If these leaders fail to have ongoing chats with their talented people, they stand a far greater chance of losing them—either physically or psychologically.

Which of the following barriers keep you from opening up this topic?

• No one, let alone me, knows what the future holds.

• It is just not the right time.

• I’m not prepared.

• I wouldn’t know what to say.

• We’ve just reorganized. It will be a while before anyone knows anything about career possibilities.

• I would never open something I couldn’t close.

• I don’t know enough about what’s outside my department to offer advice.

• I don’t want anyone blaming me if they don’t get what they want.

• Why should I help? Nobody ever helped me.

What your employees really want are two-way conversations with you to talk about their abilities, choices, and ideas. They want you to listen. They may not expect you to have the answers, but they expect and really want to have the dialogue.

Talking to your employees about their careers does take time and may seem like a tough assignment. You may want to start with employees who have expressed concern about their careers or with employees who show signs of becoming disengaged from their work. Prioritize and take one step at a time. Your efforts will pay off in productivity and retention.

What if you thought about career conversations as one of the perks of your job?

When I look at the wonderful people who work with me in my department, and the many, many talents they possess, I can do nothing short of helping them become better and better. I am privileged to be in a position to encourage their growth ...and when they grow, I feel blessed that I somehow played a small part.

—Director, Surgical Services for a major health care firm

Five steps you can take routinely will build your talent pipeline and support your employees’ search for a good career fit.

Step 1: Know their talents.

Step 2: Offer your perspective.

Step 3: Discuss trends.

Step 4: Discover multiple options.

Step 5: Codesign an action plan.