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Why can line managers avoid career conversations? |
At the current time, making time for career conversations with their direct reports can be perceived as low importance for line managers, with all the other pressures they face. Even if employees are currently staying put in their jobs, making time for career conversations now, could mean the difference between them choosing to stay and leaving when the downturn picks up.
It is not just sheer workload that causes line managers to avoid career conversations, other reasons can include not wanting to hear that talent want to move out of their team or department, or they can be threatened by the desired progression of talent hungry to take new challenges, potentially areas of their boss' responsibility! These can be very real issues normally, but in a downturn with everyone feeling vulnerable in their jobs, they are magnified.
A fear in the line manager's mind may be that a career conversation will mean a demand for a promotion or a pay rise, which they simply cannot give, when in fact to the employee, a career conversation is an opportunity to have a chat about progress, gain feedback and specific development objectives, and get some attention and acknowledgement for all their hard work.
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Five tips to create effective career conversations |
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1) Set up a working group to explore how to achieve giving employees their desire for new challenges, either within the organisation or working flexibly as part of a portfolio career
2) Put yourself in the employees' shoes - create a framework where the employee speaks while the line manager listens and then switch - it enables a more truthful and open exchange
3) Be open-minded to the outcome - job redesign or restructuring roles in the department may be a solution
4) Plan ahead - diarise dates at the start of the year, have them at least once a quarter and hold career conversations away from the office
5) Elicit the employee's values and motivational drivers and ensure that they are at the heart of any conversations. These may change over time, so don't assume they are the same as last time you met with them.
Did you know Energise are the author of "A line manager's guide to managing talent?" We sell these and our career guides and talent articles to companies for their intranets. For more information, please e mail rachel@liberateyourtalent.com
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Energise offers a range of coaching, mentoring and other services supporting individuals and organisations by giving them the tools, confidence and knowledge to succeed. Our inspiring approach and unique combination of skills, experience and insights unlocks potential and brings about positive change.
Services include: bespoke employee engagement programmes, performance workshops, career strategy and management, executive outplacement and executive coaching. To find out more about Energise and the full range of services we offer, click here: Energise services We offer a complimentary hour to explore your needs and challenges and identify how Energise can best support you. E mail us to arrange your meeting: rachel@liberateyourtalent.com or call 07973 911137. Rachel Brushfield, Director
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