Between an employee’s first job and their last, they are likely to make several career changes along the way. Career paths are becoming less linear, and workers are increasingly transitioning to jobs at the same level as their current position, or even jobs in different fields. To help your employees decide where they want to take their careers, and improve retention in your organization, it’s a good idea to conduct regular assessments.
Assessments reveal potential opportunities because they evaluate an employee’s current qualifications, strengths, and skill gaps. This can be used for a basis in career pathing, where employees discover the competencies, experience, education, and more, that they need for their next career move.
This is effective because it lets employees target a specific career goal, see the progressions they need to get there, and access targeted learning and development plans related to those goals.
As a manager, you will benefit from a stronger talent pipeline, and a greater understanding of the abilities of your staff. This means you will be better prepared in terms of succession planning, filling positions internally, and creating effective inter-departmental teams. By continuing to engage employees you will save money on external hiring costs and avoid spending money on ineffective training.
So, after completing the first step, an assessment, how do you make sure you’re having effective talent conversations with your employees? For high performers, it’s best to focus on their high-performance level and how they could be a future leader within the organization. Also focus on discussing desired development, and ensure they get the skills and experience they need to stay within your organization.
For good performers, focus on their contributions but also highlight how they could improve and where you see potential for them to grow. For new employees who are expected to settle into their role quickly, it’s important to identify any expected challenges and focus on the steps they should take in the short term to achieve success.
Unfortunately, some employees in your organization may be underperforming, and you should discuss your concerns and why their performance needs to improve. Providing actionable steps for improvement can also be useful in this case.
One of the most important aspects of talent management is connecting with your employees. By using assessments as a foundation for career pathing and effective talent conversations, you can look forward to having an engaged, committed, and high performing workforce.
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