Building a Culture of Career Development

Building a Culture of Career Development

In the New World of Work, the only job security people need is professional mobility. Organisations need a new contract where career development and training is embedded into the work culture. These help organisations with being competitive, as well as help employees enhance their professional skills.

How does an organisation create a culture of career development?

Structure and Accountability

Organisations must have a management framework that facilitates their employee’s growth. They need to provide a structure to align individual’s career goals, business needs, abilities desired by organisation, and job opportunities available. They must develop clear paths for advancement so that employees can visualise where they could reach within the organisation.

Organisations could invest in career development courses to help meet this goal by carrying out talent assessments to understand skill gaps. They must also show clear connections between employee aspirations business needs so that everyone works in alignment.

Win-Win Opportunities

There will always be an intersection where business needs will meet individual career aspirations. That’s a win-win. When a project allows both employees to feel satisfied, and meets business objectives, is when employees feel secure enough to stay. Projects must be aligned with individual goals or else employees won’t be motivated to stay loyal and take on more projects.

The Best Talent Only Want to Grow

It is unconventional to think of employees working elsewhere, but it’s true. The best way to keep the conversation going is asking employees where they see themselves working next. When leaders are open to discussing career development, employees feel more comfortable to talk about what they truly want to do. Leaders need to support the growth of their team’s career, no matter what happens next.

Allow Failure

Perhaps the biggest of all, allowing employees to fail. In a culture where development is respected, leaders must also be open to seeing their teams fail and learn without consequences. Assignments allocated must challenge employees. It is only when they are challenged, they can be flexible and grow. Agile work environment can always make quick adjustment to overcome any misses. When companies showcase that vulnerability is a sign of maturity, employees feel more open to take risks and perform at incredible levels.