Development Conversations
Development conversations are intentional discussions between employees and their managers that focus on career growth, professional development, and personal ambitions. When done well, these conversations benefit both the employee and the organization—and best of all, they can be fun. These conversations are forward-looking, positive, and have a goal of creating a better future.
It is important to embrace the idea that employees often want more than their current job. Some want to advance within their careers, while others have personal goals that lie outside of work. With encouragement and support, managers can help employees clarify their ambitions and identify practical ways to achieve them.
A note of caution: These conversations may touch on personal subjects. Approach them with sensitivity and discretion.
For employees that want to move ahead in their chosen field, managers can act as career coaches or mentors. Below is a simple framework to help manager’s guide career development conversations.
Begin these conversations by helping the employee identify options for career advancement. Encourage the employee to reflect on why they want to advance and consider their values and priorities as a part of the process.
Managers can ask insightful questions and encourage the employee to assess their skills set and their current path. Identifying opportunities such as new projects, roles or responsibilities will help broaden the employee’s perspective on how they can reach their goal. Additionally, the manager can share their own career experiences.
When options are identified the employee can be encouraged to explore each option. With assistance from their manager employees can talk to various employees inside and outside the organization and observe or shadow the employees doing jobs that interest them.
The next step is to narrow the focus on realistic options. The employee compares what they have learned to their goals and priorities. An important part of this conversation is providing a reality check to help the employee identify potential roadblocks. At this stage the manager can provide information on what resources and support the organization can provide such as training programs, mentorships and educational assistance.
The final step is developing a strategy. The employee can choose a couple of options and map out steps that will lead to a successful result. The manager can help by ensuring each step is specific and actionable and then support the execution of the strategy. Managers can continue follow up conversations to monitor progress and celebrate with the employee as they achieve milestones in their progress.
For those employees that focus their ambitions and priorities away from their work the manager’s approach to career development discussions is different.
Many employees hesitate to admit that their job is “just a job” because they fear being seen as unmotivated. But having a passion outside of work doesn’t make someone an indifferent employee. In fact, when managers respect and support employees’ personal ambitions, those employees often respond with loyalty, engagement, and hard work.
Consider this example: Lana has a bachelor’s degree in fine arts. She's a talented painter who has shown her work locally. She would like to support herself as an artist but as a single woman caring for elderly parents, she knows that is a difficult goal to reach. Currently she works as an executive assistant. A job she finds unfulfilling, but she likes her coworkers and values the stability. Although she defines herself as an artist she realizes her passion for painting may remain a hobby.
Replace “painter” with actor, athlete, car restorer, or party planner—the principle is the same: you can still be supportive.
Ways to show support for personal goals:
Be curious—ask about their interests.
nvite them to share their work or achievements with the team (when appropriate).
Display or highlight their efforts in the workplace.
Can you and your staff take a field trip to see them “in action?
Can you and your staff attend a performance, exhibition, or event in which the employee is featured?
Offer flexibility in work hours (if feasible) to support their pursuits.
Discuss what resources and support the organization may be able to provide.
Acknowledge and affirm how they define themselves beyond their role.
Encouraging your employees to explore their potential—and helping them achieve their goals—is one of the most rewarding parts of supervision. Whether their goals lie within the organization or outside of it, your support can make a meaningful difference in their lives and your team's overall morale.