Career progression is almost always called out in employee Exit Interviews and Employee Engagement surveys. Clarity around career options and pathways can help employees see their future with the organisation and help managers identify and assess potential talent.
We have a 4 stage signature process to support small and medium sized organisations with this critical organisational infrastructure.
Features:
- Quickly establishes the infrastructure required to enhance and anchor Career Conversations.
- Role Profiles are created with clearly defined success criteria which supports your organisation’s performance management process.
- Line managers can be taught how to conduct Career Conversations in line with the new framework when combined with Career Coaching or Career Conversations with my team
Why choose us?
Demonstrating how your business can provide stimulating and rewarding careers is essential for ongoing employee engagement and talent retention.
Our 4-stage, signature process establishes a career path framework for your entire organisation (or a challenging function). We specialise in small and medium sized organisations in establishing this critical organisational infrastructure.
Agency and Choice
It gives more choice and agency to your employees to explore new work opportunities and experiences, increasing career satisfaction and workforce retention.
Career Growth
It drives future-focused professional growth for employees by giving visibility to a variety of developmental opportunities.
Unlocks Productivity
It increases productivity and unlocks capacity within the organisation by enabling a more efficient matching of available skills and business needs.
FAQs
What is a career path?
A career path is a sequence of roles or experiences that an employee may move through towards their career goals. These are not necessarily linear and may include lateral and external moves in line with employee aspirations and organisational needs.
Why do we need career paths?
The nature of a career has changed from a life-long contract to a journey of learning and many companies are shifting from structured to flexible, open and dynamic career models. Transparency of different pathways through the organisation not only empower employees to own and drive their career development, but also helps the organisation to harness the skills, competencies and motivations of their workforce required for changing business needs.
Why are you focusing on Small or Medium sized companies?
Small and medium organisations are often able to offer, but also require, higher levels of flexibility in how careers are managed. What they often lack are the structure and process to make these opportunities visible to managers and employees. Laying the groundwork for a more robust Career Conversation will help small and medium sized organisations retain their best people and allow them to grow their careers within the organisation.
Tell me more about your signature process.
Our 4 step process will help to quickly establish career paths as the framework for enhanced and anchored Career Conversations.
- Review business needs and current state of the organisational model and agree a broad job family structure
- Create role profiles with clearly defined success criteria
- Map roles to the new framework and define career paths that align with the organisation’s talent mobility needs
- Train line managers to conduct Career Conversations in line with new framework