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Bottlenecks are nothing than obstacles. Dive into our article and overcome them!
Did you know that only one in four employees is confident in their career at their current organization? Three in four are looking externally for a new career. This is according to a recent Gartner survey of employee preferences.
It’s a tough job to provide effective and affordable career development opportunities for your employees. But fear not, take these three steps to design growth paths, even with limited resources.
This is where simple conversations with your employees can be incredibly valuable. Encourage managers to have regular career conversations with their team members and find out what they want and need to learn.
Here are a few examples of questions you can ask your people:
💬 What are your current job responsibilities and which ones do you find the most challenging or rewarding?
💬 What are your career goals, both short-term and long-term?
💬 What skills or knowledge do you feel you need to develop to achieve your career goals?
💬 Are there any specific training or development opportunities you would like to pursue?
💬 What motivates you to do your best work, and how can we support that motivation?
💬 Is there anything that you feel is holding you back from achieving your career goals?
And remember, sometimes the next step isn't a straight line – lateral moves can be just as valuable for development and growth.
You put a lot of time and effort to create relevant and effective trainings for your people. The result? Only a few people complete the trainings. Don’t get discouraged! It’s time to shake things up.
Look for ways to make learning and development more interactive and engaging. For example, make your training more fun by adding games or game elements such as earning badges and rewards. Add social activities to your learning programs, such as group projects, mentorship programs, knowledge-sharing sessions and peer feedback sessions.
And don't forget to celebrate successes along the way – recognition goes a long way in keeping employees motivated and engaged. This can be as simple as giving a shoutout in a team meeting or sending a personalized email.
Last but not least, poor communication and feedback can be a major career bottleneck. Does everybody have a clear understanding of how their work contributes to the organization's goals? Do you give feedback to your people regularly? Without feedback people don’t know their strengths and weaknesses and they cannot take steps to improve.
This is what you can do: Give your people feedback at least once a quarter to ensures that everyone knows how they can grow. Also, provide a training where your people learn how to give constructive feedback and receive it from others as well. Don’t forget to ask for feedback from your people afterwards – their insights can be invaluable in improving your growth development programs.
Curious how companies like Rituals do it? Check their case here.
There you have it – our top 5 career bottlenecks within growth companies and clear tips on how to bust through them. Remember, career development isn't just good for your people – it's good for your organization too. By investing in your team's growth and development, you'll create a more engaged and motivated workforce that's ready to take on new challenges and drive your business forward.
Cheers to that!
Your chance to scale up your culture, focus on what makes you great and make people stay.