Strategic Career Management is a Process, not an Event

"Why would anyone want to manage their career when they have a job?"

A sound Career Management process is about taking active steps that demonstrate leadership of one’s own career.  This means expecting and supporting team members to develop an understanding of their transferable skills and what they have to offer the organisation and profession.  It involves individuals taking a regular audit of their competencies and taking responsibility for targeted learning and development.

As a manager or leader, when you demonstrate sound career management principles, you create opportunities to significantly influence employee engagement, team performance and the functions they perform for the practice. 

To enable you to support employees to take personal responsibility for identifying development opportunities that are aligned with performance feedback and organisational objectives, a career management partnership framework is just the thing!

Working in Partnership

Ever wondered what the missing link between the, often dreaded, performance review process and real outcomes is? 

We all put time aside to fill out the forms and schedule time for the meetings but often, the practical link between business objectives and performance and development is weak, at best.  In fact, if you are like many managers, by the time you get to the development section, time is rapidly running out.  You may ask the question, “What training do you want to do this year?”  Of course we all know that “training” is only one way to learn and we should be investing more time into exploring a range of learning options to best fit the situation, the individual and the strategies of the organisation.  You might be saying to yourself, “I have enough trouble managing my own career, how can I do this for all my employees?”  This is where a sound methodology to career management comes in; you set up the framework and the expectations for everyone to take responsibility for their own career management.

The results of implementing a well-constructed career management framework include employee commitment to reflection, research and preparation that make development sessions and regular coaching meaningful for the individual, the whole team and the strategies of the practice.

An organisational career management framework is illustrated below.

Career Management Partnership Framework 

The framework above is critical to embedding a culture where everyone takes responsibility for managing their own career.  The integration of the partnership approach benefits all involved, supporting team members to contribute to the objectives of the work environment while gaining valuable professional development opportunities.  Supporting team members to gain knowledge and skill in career management techniques prepares them to deal with the inevitable changes, multiple trends and uncertainty of the world of work today.

This type of approach doesn’t just benefit the individual but, more often than not, provides the business with a motivated and engaged employee for longer. It may mean they keep their knowledge and skills in the business while they develop skills for a future step, instead of leaving to find it somewhere else. People in today’s workforce are interested in their career progression and personal development, so supporting them with ongoing conversations and structure will nurture happier, self-responsible employees. They may not only stay in the business for longer, but contribute to a positive employer brand -  which in the long run means you get the best people into the business during recruitment.

If you’re interested in getting a career management framework set up within your business contact one of the Vargo + Lewis team at contact@vargolewis.co.nz and we’ll set up a time to have a chat over a coffee.