January 2005
Part of making New Year's Resolutions is to help us focus and determine what is important - personally
and professionally. Now is a great time to help employees focus on career and professional development.
Employee retention and career development work together. If you don't nurture the first, the second will not occur.
To begin, schedule a time to meet with each employee to brainstorm what jobs/activities they have already performed,
their strengths and developmental needs, and their goals for the future. It is important that the employee be
accountable and possess a sense of personal ownership of the goals and plans discussed.
According to the Leading for Results: Taking the High Road While Improving the Bottom Line newsletter,
the conversation may begin with a few simple questions:
- What's missing in your career?
- What would you like to be doing?
- What's important to you?
- What would you like to do better?
- What are your immediate goals? Identify at least 3 goals.
- What can I do?Find out what the employee needs from you. Can you provide resources, coaching, advice or other support.
Supporting employees in career development can help minimize employee dissatisfaction over unclear future
career opportunities, keep employees focused on long term objectives and goals, lower replacement costs
when employees, resign or retire, and increases the opportunity to shadow or "cross-train" in different
areas of the department or organization.
Working Solutions is a non-profit organization
providing employee training and leadership development services
for healthcare organizations, non-profits and corporations.
This retention tip is published monthly to provide tips,
strategies and new ideas for HR professionals, managers and executives
to help retain their employees.
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