In today's economy, retaining top talent and ensuring continuous growth within your organisation is more important than ever.
A key strategy to achieve this is by developing robust career development plans for your employees. These plans not only benefit the individual but also align with your business goals, ultimately leading to a more motivated and skilled workforce.
We launched Season two of the Recruitment and Beyond Podcast launched this month and in Episode 1, we explored how career development plans can foster growth, enhance employee engagement, and drive business success, with Haley Reaper, the People Lead at Create Future.
So here are a few of the insights that might help you with your team.
1. Why career development plans matter
Career development plans are crucial for fostering an environment of continuous learning and growth. They help employees understand where they stand within the company and how they can progress, which is vital for retention. According to Haley, career development plans provide employees with a sense of belonging and purpose within the organisation.
By investing in your people’s growth, you not only help them achieve their personal career goals, but you also ensure that their development contributes directly to the business’s strategic objectives. This alignment between personal and business growth is key to building a high-performance team.
For businesses in Aberdeen and Grampian, as with the rest of the country at the moment, talent attraction and retention can sometimes be a challenge, career development plans are an excellent way to keep employees engaged and reduce turnover. Investing in development shows employees that they are valued and that their growth is integral to the company's future.
2. Linking career development with business objectives
One challenge that businesses often face is making the connection between career development and the overall business strategy. Haley emphasises that career development plans help bridge the gap between personal aspirations and business objectives. When employees’ goals align with the company’s strategic aims, they feel more connected to the bigger picture and are more motivated to contribute meaningfully.
Effective career development plans allow employees to develop skills that benefit both them and the company. These plans help create a workforce that is not only skilled but also highly engaged, which directly impacts the business’s bottom line.
For example, an employee working on leadership development will be better equipped to take on higher responsibilities and leadership roles, which supports the company’s need for strong management. Similarly, an employee honing technical skills could directly contribute to delivering higher quality work and improving client satisfaction.
3. Creating a personalised approach to development
While structure is important in career development plans, it’s essential to understand that one size does not fit all. Employees develop at different rates and have varying aspirations. At Create Future, they’ve implemented a framework called “Own Your Own Potential” (OYOP), which encourages employees to take ownership of their career growth at their own pace.
This framework emphasises the importance of continuous feedback, setting personal goals, and pursuing learning opportunities that resonate with the individual. Haley stresses that career development should be tailored to each person’s unique path, allowing them the autonomy to choose the learning activities that excite and motivate them.
Providing this flexibility empowers employees to chart their own course within the organisation. Whether they want to climb the ladder or take a lateral step into a different role, the “Own Your Own Potential” framework allows them to pursue their career in a way that works for them. This approach also helps foster a culture of self-driven growth, where employees actively seek out feedback and development opportunities.
4. The role of leadership in career development
Leadership plays a critical role in ensuring the success of career development plans. At Create Future, leadership teams are actively involved in the process, from defining the competencies required for each role to supporting employees through their personal growth journeys.
It’s essential for managers to be proactive in guiding their teams, setting clear expectations, and providing regular feedback. As Haley explains, successful career development plans involve ongoing communication between employees and managers. Regular check-ins, performance reviews, and development conversations help employees stay on track and feel supported in their efforts.
Moreover, having a clear understanding of career development helps managers identify potential leaders within the team and mentor them accordingly. Employees should feel that their managers are invested in their growth, and managers should be empowered to advocate for their team's development, whether that involves securing learning opportunities or pushing for promotions.
5. Incorporating learning and development into the plan
Learning and development (L&D) are integral parts of any career development plan. From formal training programs to informal learning opportunities, businesses must provide avenues for employees to acquire new skills. Haley highlights the importance of using tools like LinkedIn Learning and allocating dedicated time for L&D within work hours.
At Create Future, they have tiered their learning strategy into three categories: foundational learning (e.g., compliance training), personal learning (individual development), and strategic learning (aligned with business needs). This approach ensures that employees continue to grow in ways that are beneficial to both them and the organisation.
Incorporating continuous learning into career development plans not only enhances employees' skills but also boosts engagement. The more employees feel they are growing professionally, the more invested they become in their work and the organisation.
6. Overcoming challenges in career development
Implementing an effective career development plan can be challenging. Haley notes that it’s crucial to engage employees throughout the process and continuously gather feedback. Employees need to feel that their voices are heard and that the plan is evolving based on their needs.
At Create Future, they have refined their career development framework over the past year, iterating on their approach based on employee feedback. This feedback-driven approach ensures that the development plan remains relevant and effective.
Haley also emphasises the importance of creating a supportive environment where employees feel comfortable discussing their career aspirations and challenges. Career development is not just about upward mobility; it’s about helping employees grow and succeed in a way that works for them.
7. Practical tips for developing career development plans
For businesses looking to implement or refine their own career development plans, Haley offers a few key tips:
- Involve your employees: Get feedback from your team on what they want from a career development plan. Conduct focus groups or surveys to ensure the plan is tailored to their needs.
- Set clear expectations: Employees should know what is expected of them in their role and what they need to do to progress.
- Invest in learning opportunities: Offer both formal and informal learning options, and allocate time for employees to engage in these opportunities.
- Be flexible: Understand that employees develop at different rates and may have different career goals. Ensure the plan allows for flexibility and growth at each individual’s pace.
- Communicate regularly: Ongoing communication between managers and employees is vital for success. Regular feedback and check-ins help employees stay on track and feel supported in their development journey.
Career development plans
Career development plans are a crucial investment for any business looking to retain top talent and ensure continuous growth. By aligning personal aspirations with business goals, fostering a culture of learning, and offering tailored development opportunities, businesses can build a motivated, skilled workforce.
For businesses in Aberdeen and Grampian, creating and implementing effective career development plans is not just about improving individual performance; it’s about driving long-term success for the organisation. By empowering employees to take ownership of their growth, businesses can create a loyal and engaged workforce that will contribute to the company’s success for years to come.
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