Dear A Advisor,
I’ve been with my company for over a year and I’d like to advance my career. I think my company is a great place to work and I would love to grow within the company, but I’m frustrated that my career progression is undefined.
I would like to understand how to advance my career so that I can be with my company long term. What’s the best way to bring this up to my leader?
Thanks for your help!
Let’s Stick Together
Career development is an essential element of employee engagement. Without career development within an organization, employees are likely to look elsewhere to advance their skills and career. For organizations, fostering an existing, internal talent pool is immensely valuable.
Establishing a career development plan requires collaboration between the employee and leadership. A good leader has insight into the skills and aptitudes of an employee, but a career plan must align employee aspirations with the goals of the organization. There should be a balance between professional development for the employee and creating value for the business.
As an employee, your most important tool is communication. Here are some steps you can take to improve communication and begin to define your career development:
- 1) Let your managers know that you wish to grow and develop within the organization.
- Request a meeting with your supervisor to discuss how you can specialize within your current role or take on new tasks that you’re interested in.
- 2) Propose solutions to problems that interest you, or that you believe you have the talent to solve. Your initiative will make you a candidate to take on more proactive roles in the organization and help you to progress in your career.
Your leaders can take more strategic steps to help you progress in your career. They may have perspective on the needs of your department or company, and be able to support your transition into a new role.
- 1) Managers and leaders can create or approve training opportunities and programs for their team members, which will be invaluable to developing their team.
- 2) A manager can draft a thorough career development plan for their team members that will mobilize their goals and engage them on a long-term basis.
The combined approach of a concrete career development plan and your initiative and innovation as an employee should make your long-term career within your company much clearer. Ultimately, a defined career development plan will help employees to be more engaged with a company that supports their professional growth. These engaged employees will stay with their organization for longer, bringing immense value to the existing talent pool and growing alongside the company.
The A Advisor
Do you have tips for creating career development plans? How do you engage your existing talent pool and keep them for the long haul?