Career Discussion: Talk that Performs - Right Management

use career discussion to empower employees. While any career discussion
is better than none, career discussion is most effective when it helps
empower employees. Career discussion can play a central role in helping
employees take control of their own development. It’s a means by which
managers can help employees map a career path by exploring their talents,
desires and aspirations.
use career discussion to align talent with strategy. Employees are
mobilized by purpose: they want to find interest, challenge and meaning in their
work and they want to be able to help the organization meet its strategic goals.
Career discussion can help employees understand how they can progress in
the organization. And at the same time, managers can communicate the needs
of the organization and ensure that employees’ development goals are aligned
with these needs.
career discussions should encompass not only skills and capabilities,
but career interests. To make sound decisions about where you want to go
in your career, you need an objective perspective of where you currently are.
Career discussion should include an element of performance to ensure career
goals are grounded in the reality of the employee’s skills and capabilities. While
employees and managers need to talk about these, it is also very important to
include a discussion about the employee’s interests. The key is to emphasize
actions and behaviors, not traits. Employees who have a clear sense of their
strengths and weaknesses, as well as their interests and what the organization
expects of them will have a better idea of the direction their development
should take.
take a broad approach to career discussion. Don’t focus too narrowly
on the nuts and bolts of development itself. Career discussion is an occasion
to help guide employees to a better understanding of themselves and the
organization’s changing needs. For example, employees who better understand
their own values, as well as the values, mission and strategy of the organization,
are more likely to be engaged by their organization and job.
Meeting tHe developMent cHAllenge
According to Talent Management magazine, 60% of organizations report that
developing talent is their greatest talent management challenge. A program
of regular, structured career discussion can make an important contribution to
meeting this challenge and driving engagement. Career discussion not only
helps employees acquire performance-enhancing capabilities, but also helps
motivate them to put their skills to optimal use–with clear benefits for the
organization. Career discussion is truly talk that performs.
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About the Author
Melvin J. Scales is Senior Vice President
for Right Management’s Global Solutions
team with responsibility for overseeing
the firm’s Workforce Transition and
Outplacement solutions portfolio. He can
be reached at melvin.scales@right.com.
About Right Management
Right Management (www.right.com) is the
talent and career management expert
within Manpower, the global leader in
employment services. Right Management
helps clients win in the changing world of
work by designing and executing workforce
solutions that align talent strategy
with business strategy. Our expertise
spans Talent Assessment, Leader Development,
Organizational Effectiveness,
Employee Engagement, and Workforce
Transition and Outplacement. With offices
in over 50 countries, Right Management
partners with companies of all sizes. More
than 80 percent of Fortune 500 companies
are currently working with us to
help them grow talent, reduce costs and
accelerate performance.
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