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In many organizations, growth often involves taking vertical steps. However, what if an employee doesn't aspire to move up and prefers to leave that managerial role to someone else? Merely encouraging vertical growth is not sufficient. Our guests at our TinQtable also discovered this. So, what is the right course of action in such situations?
Enable both horizontal and vertical growth by creating flexible growth paths. Instead of fixed growth paths, provide personal choice in both horizontal and vertical directions. When individuals no longer feel confined to their current positions, the likelihood of them leaving the organization decreases. Let them discover that, in their pursuit of growth and fulfillment, opportunities lie within their own organization.
To gain a deeper understanding of growth perspectives, it's beneficial to take a brief step back.
A retail company is grappling with high turnover. After just a few months in the shop, employees are already seeking new opportunities. To engage and retain this group, the organization introduced horizontal growth opportunities. This approach takes a more holistic view: what additional skills do you possess that we can leverage to prepare you for a position at the head office, for instance?
Evi Desmet, the Talent & Learning Manager at Agilitas Group, specializes in not only crafting growth opportunities but also fostering an environment where individuals can fully leverage their capabilities. This approach enables the harnessing of everyone's expertise.
In aligning with the preferences of the new generation of workers, often referred to as Gen Z, Evi recognizes that growth, for them, involves embracing challenges. Unlike the ambition to reach the top of a company, they prefer a balanced approach that does not require them to work 80 hours a week to achieve success.
Managing growth paths for all 850 employees may seem like a daunting task. The fear of losing team members to other departments might deter some managers from discussing growth opportunities, introducing potential risks.
However, these challenges are not unconquerable. Start by identifying crucial roles within your organization and establishing the ultimate goal of your journey of growth. Develop a step-by-step plan to achieve that future point. Seek skills that can evolve, ensuring flexibility for future challenges and opportunities. Keep track of progress by regularly assessing individuals' advancements along their growth paths.
Centralize all this information on a unified growth platform for clarity and accessibility to everyone.
Make sure managers have a clear picture of the direction of the organization and the essential employees needed to achieve the goals. This clarity encourages managers to take on an ambassador role to identify opportunities within the organization and match them with employees' ambitions.
It would be ideal if we could definitively link the provision of growth opportunities to increased retention and decreased absenteeism. However, in many cases, this correlation remains challenging to establish. The use of a growth platform, nevertheless, provides an opportunity to measure the long-term impact.
Then sign up for our next TinQtable on Tuesday, 30th of January!