Career Discussions at Work, Practical Tips for - CIPD

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Cover Benefits of this tool Introduction Description of the tool An introductory exercise: Reflect on your own experiences The business case for effective career discussions What makes for an effective career discussion The NICEC model of effective career discussion Skills, behaviours and personal attributes Developing capability in the business About the NICEC research Sources of information How to use this tool Tool map Benefits of this tool For you: • Get a deeper understanding of career development in the workplace. • Discover a fresh and practical way to tackle this area by focusing on career discussions. • Understand how to be more effective in discussing your or other people’s careers. For your organisation: • Understand the business case for investing in career development. • Gain materials that can be used in the training of managers and employees. • Find out how to audit/improve the capability of the organisation to deliver career support. Who is this tool for • For employees – how to get yourself more and better career discussions at work. • For managers and other deliverers of career support – how to give others more skilful support through career discussions. • For HR professionals, training and development professionals and business leaders – both of the above, plus fresh ways of thinking about career development, and ideas about how to enhance the capability of your organisation to deliver good career support. What’s in the tool • An introductory exercise to aid reflection on personal experiences of career conversations. • A review of the business case for effective career discussions. • Discussion of the characteristics of effective career discussions. • An overview of models and frameworks to use in career discussions. • A 4–stage model of an effective career discussion and tips for those involved in the discussions. • A checklist to assess how effective your behaviours are in creating the conditions for effective career conversations to take place. • A tool to audit your organisation’s capability to support career discussions. • An overview of the key findings of a National Institute for Careers Education and Counselling (NICEC) research project looking at what makes for effective career discussions. Date updated: January 2005 2 of 40
Cover Benefits of this tool Introduction Description of the tool An introductory exercise: Reflect on your own experiences The business case for effective career discussions What makes for an effective career discussion The NICEC model of effective career discussion Skills, behaviours and personal attributes Developing capability in the business About the NICEC research Sources of information How to use this tool Tool map Introduction As individuals, we all think from time to time about the future, and want to feel a sense of direction in our working lives. Some of us want to ‘get on’ in conventional hierarchical terms. Some of us want other things from our careers, like the chance to do something new, or the ability to combine more flexible work patterns with our other commitments and interests. This concern with career development comes up often in employee attitude surveys. The bad news is that employees are often not satisfied with how their career development is handled at work. The CIPD Managing Employee Careers Survey (2003) showed that HR practitioners want to improve career development for all employees, but: • Only a third felt that senior managers were firmly committed to career management activities. • Only five per cent trained all their line managers to support the career development of their staff, although the vast majority expected line managers to deliver this support. • There was a desire to support all staff in their careers, but in practice most effort goes into relatively small groups of very senior or highpotential employees. Supporting the varied career development needs of all employees is a huge and complex challenge. This tool only aims to tackle a part of the problem, but it may be a refreshingly different place to start. If you talk to employees about their careers, one of the most common complaints is that they don’t get access to really honest advice, tailored to their own needs and situations. They often say either they have no discussions about their careers, or that the discussions they have are not very honest or informative. So the starting point for this tool is just that – the need for more effective career discussions at work. This tool is based on some very simple but powerful ideas: • Most individuals can manage their own careers better if they have some support in doing this from other people in the workplace. • Most of this help is given in discussions or conversations, often in informal settings. • If we could help more people have more frequent or more effective discussions about their careers, it would make a positive contribution to career development. These ideas have been validated and developed through a NICEC research project based on the real-life experiences of many employees (Hirsh, Jackson and Kidd, 2001). The findings of that research are used as the basis for this tool. For more information, please see About the NICEC research. Career discussions at work Practical tips for HR, managers and employees ©CIPD 2005 3 of 40
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Career Discussions at Work, Practical Tips for - CIPD

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