Career planning and management is a crucial element in employee retention. An important part of this equation is maintaining the consistency and relevance of the initial career plan established during the onboarding process and feedback along the way.
However, there is often a significant discrepancy between initial plans and the reality on the ground, and this can lead to disappointment and frustration for beginners and stress for managers.
That is why it is very important to find ways to keep processes alive, to avoid simply ticking feedback boxes, and to use technology infrastructure to support both beginners and managers in managing their careers and professional development.
Providing constant feedback to customize development opportunities
Open communication and constant feedback are key elements in keeping processes alive. Employees need to know that they are listened to and that their concerns and progress are being considered. Managers must be prepared to provide regular feedback, encourage open dialogue, and identify the individual needs of each employee.
At the same time, they have to remain transparent about advancement opportunities and changes in the organization. Specific and constructive feedback gives them a clear view of how the company’s performance aligns with their career goals.
Initial career plans can be a starting point, but they don not have to be rigid. Managers and employees should work together to develop personalized development plans that take into account individual interests, skills, and goals. Employees want to be able to update or adapt their plans as new opportunities arise. This continuous adaptation will keep employees motivated and engaged.
To support employee development, companies must provide opportunities for learning and development through career planning. These can include training courses, mentoring programs, participation in interesting projects or involvement in working groups. The more options employees have access to, the better opportunities they will have to develop their skills.
Using technology infrastructure to maintain engagement
Technology now plays a significant role in implementing performance management processes across the organization and supporting employee development. Here are some ways companies can use technology infrastructure features to achieve this:
a. Alerts and notifications: Alerts and notification systems can be used to keep employees informed of set goals, deadlines, important events, tasks that require attention, and feedback sessions. They can be configured to remind employees about their development goals, help them stay focused on priorities, and relieve managers of repetitive tasks.
b. Online learning platforms: Online learning platforms allow employees to access training materials and educational resources at any time. This flexibility gives them the opportunity to learn at their own pace and focus on their areas of interest.
c. Performance management systems: Performance management systems can be used to monitor employee progress, assess skills and provide periodic feedback. These systems can facilitate dialogue between managers and employees and help improve individual performance.
Choosing a progressive, stress-free approach
It is important to maintain a balance between promoting employee development and avoiding excessive stress for managers. This balance can be achieved through effective task planning and management. Companies need to be realistic about expectations and provide support for managers through leadership training programs and support from HR departments.
Mentoring and coaching can be powerful tools in managing discrepancies between initial career plan and feedback along the way. More experienced employees can provide guidance and support to younger ones, thereby reducing the pressure on managers.
To keep processes alive and relevant it is essential to constantly measure and evaluate the effectiveness of employee development programs. In this sense, companies can use key performance indicators to assess the impact of these programs and adapt them accordingly. Employee feedback should be the starting point for necessary adjustments.
In conclusion, about career planning
From initial career plans to developmental feedback, employee development is a complex matter and critical to any successful organization. Through open communication, constant feedback, the development of personalized career plans and the use of technology infrastructure, companies can maintain relevant processes to effectively support employee development. Along the way, it is important to approach these issues with understanding, to avoid unnecessary stress for managers and to keep employees motivated and engaged in the long term.
