When you hear the words career development, your mind might instantly go to dull presentations or seminars. But career development isn’t just a buzzword; it’s a cornerstone of employee engagement, retention, and organizational success.
While HR departments often design the frameworks and programs to support career growth, managers bring these initiatives to life. As the direct point of contact for employees, managers are uniquely positioned to influence, guide, and empower their team members to achieve their professional aspirations.
Managers have a slew of responsibilities; Setting employee goals, facilitating training, providing feedback, and advocating for their teams all at the same time. While these responsibilities are critical, executing them effectively requires intentional strategies. Here are some practical approaches managers can adopt:
1. Have Regular Career Conversations
Career development shouldn’t be relegated to annual performance reviews. Managers should schedule quarterly or bi-monthly check-ins dedicated to discussing career goals and progress. These conversations should be separate from performance discussions to ensure a focus on development rather than evaluation.
Goals only work insofar as you’re tracking them—making a goal but never following up is a pointless endeavor.
2. Leverage Technology and HR Resources
HR departments often provide tools like learning management systems or career planning software. Managers should familiarize themselves with these resources and encourage employees to take advantage of them.
For example, platforms like Degreed or Workday can help employees track their learning and career progress.
3. Model a Growth Mindset
Managers set the tone for their teams. By demonstrating a commitment to their own learning and development—whether through attending workshops or seeking feedback—managers inspire employees to adopt a similar mindset.
Sharing personal growth stories can also make career development feel approachable and achievable. Don’t be afraid to share about your own journey and use it as inspiration for the employees around you.
4. Foster a Culture of Recognition
Recognition is nearly always a benefit within a company culture. Recognizing employees’ efforts and achievements reinforces their motivation to grow. Managers should celebrate milestones, such as completing a certification or successfully leading a project, through public praise, team shout-outs, or small rewards.
Recognition creates a positive feedback loop that encourages continuous development, and people who feel appreciated are much more likely to stick around.
Challenges for Managers Looking to Support Career Development
Despite their important role, managers do face challenges in supporting career development. Time constraints, competing priorities, and lack of training can hinder their ability to focus on development.
To overcome these obstacles, companies should equip managers with the tools and skills they need. This might involve offering manager-specific training on coaching, providing templates for career conversations, or integrating career development into performance metrics.