How to Make Career Development Planning a Motivating Ritual in Your Company

Employees no longer compare salaries and office size but instead focus on a rewarding and fulfilling career journey. 

With people fleeing their jobs in search of better career opportunities, many organizations have realized the only way to keep them in-house is to give employees what they need: opportunities to build on their skills and talents. 

HR managers are aware that career development planning is key to retaining employees. Yet, most don't have an effective strategy — or even know where to start. 

If you're an HR manager looking to improve employee engagement and retention, this article is for you. 

Read on as we:

• Dive deep into career development planning and the steps involved.
• Explain how HR fits into the picture and share some real-life examples.
• Help you manage career development conflicts.
• Discuss how to make career development planning a part of your workplace culture.

🔮 What is career development planning? 

Career development planning is a proactive process that empowers employees to chart their professional course. It involves identifying career goals, evaluating skills and interests, and creating a personal and professional growth roadmap.

It also impacts employee engagement and retention. 

The landscape of the modern workplace is not what it was twenty years ago. Gone are the days of rigid career paths and linear progressions in organizations.

Today's workforce, especially the Millennials, are expected to stay in a job for three years or less. These career-focused individuals prioritize continuous growth, so they've come to expect that if they invest in their employer, their employer should also invest in them. 

Consequently, it becomes imperative for employers to implement comprehensive career development plans as a means to cultivate employee loyalty and align organizational success with individual growth.

📊 What is the role of HR in career development planning? 

Career development planning is a collaborative effort involving both employees and the organization.

HR managers hold a pivotal position in creating an environment conducive to fostering employee growth by:

• Providing the necessary resources, tools, and a structured framework to support career development planning.
• Offering career counseling and coaching services to guide employees in their career paths.
• Facilitating opportunities for employees to connect, network, and learn from their peers and mentors.
• Cultivating a workplace culture that encourages and values career development and continuous growth.

Furthermore, managers must master specific competencies, such as coaching skills, to move their teams forward through effective development planning. 

Take proactive steps in assisting your employees with their career development rather than waiting for them to present a list of demands. Initiating a career development plan demonstrates your commitment to their professional growth and their future within the company.

🪜 What are the stages of career planning?

Career development planning typically involves the following stages.

Self-evaluation

At the core of career planning lies self-evaluation, the foundational step where employees gain insight into their current situation and delve into their priorities.

During this phase, employees thoroughly examine their interests and skills, identifying strengths and weaknesses. To gain clarity on their career objectives, employers can ask the following questions:

• What are my strengths?
• What are my passions?
• What are my long-term career aspirations?

Determine strengths and the desired next step

Following self-assessment, individuals explore their strengths and path to their next career move. 

Do they want a promotion?

A jump to a leadership role?

Or a lateral movement to a different team or position? 

While vertical growth is one option, the concept of a "career lattice" is equally valid, allowing employees to leverage their strengths in various directions.

Helping employees determine their strengths shows them how best to apply them within their current trajectory or in some lateral move within the organization. 

Align with company objectives

An essential aspect of career planning involves ensuring alignment with the organization's goals and objectives. 

How well does the employee understand your overall business goals and objectives? 

Is there a need for the kind of skill that the employee wants to develop?

Is it realistic that the employee can achieve a set position within a reasonable time frame?

There is great value in ensuring that the employee's developmental goals align with your company's objectives. And avoiding situations where an employee's developmental goals diverge from the company's strategic interests.

Consider educating employees about the organization's broader goals, empowering them to make informed decisions, and effectively direct their career development plans.

Set concrete objectives and a timeline

Concrete goals and timelines provide employees with a sense of priority and progress. These timelines must be realistic, starting with achievable short-term goals and gradually progressing to long-term objectives that may require more time and effort.

Define career development steps

This stage involves creating a detailed plan to realize the established goals. The plan should include specific steps, deadlines, and periodic check-ins. Employees may need formal training, self-study, or participation in projects beyond their regular responsibilities. 

Collaborate with employees to create career development plans with specific milestones. 

List out the necessary skills for the role they're pursuing. Then, create a proposed schedule of training, job shadowing, networking, and certification activities to acquire those skills.

🚀 Learn how to create competency and career development plan from our guide. We included multiple examples and a free template.

Set a review structure

Flexibility and adaptability are key attributes of effective career plans, ensuring they align with an individual's evolving circumstances.

Conduct periodic meetings and provide feedback to monitor goal attainment and identify any challenges or delays. Be prepared to revisit and adjust the career plan as needed based on evolving experiences and changing aspirations. 

🏢 3 Career development planning examples 

Career development planning can take various forms depending on company size, industry, and culture. Take a cue from how these different companies approach career development planning for their employees:

IBM: Engaging learning to boost career growth

IBM's career development program focuses on continuous learning and development. 

Once new hires step into the IBM world, they're welcomed with "a comprehensive program that will let [them] know the skills [they] need to take the next step in [their] career."

With mentoring, engaging courses, stretch assignments, and even certifications on offer, IBM makes sure learning is rewarding. 

They've rolled out a vast collection of online classes that cater to almost any curiosity. Plus, they encourage everyone to hit a 40-hour learning target each year – an initiative they call "Think40". Whether it's directly related to an individual's role or a topic sparked by curiosity, there is no limit to what employees can use their time to learn about. And as a little bonus, when employees complete specific courses, they receive virtual badges.

Deloitte: Career path frameworks

Deloitte has a structured career development framework outlining various career paths within the organization.

Employees receive clear guidelines on the skills and experiences required to progress along their chosen career path. This approach helps employees understand the steps they need to take to advance within the company and provides transparency in career progression.

Salesforce: Trailhead learning platform

Salesforce offers its employees access to the Trailhead learning platform, which provides a variety of online courses and certifications related to Salesforce products and skills.

Employees can use Trailhead to enhance their skills, earn badges and certificates, and potentially qualify for promotions or specialized roles within the company.

💡 5 Tips for handling conflicts between personal career aspirations and organizational goals

Conflicts can occasionally arise when an employee's career aspirations clash with organizational objectives. For instance, an employee may desire a managerial role or want to relocate to a different city, even when such opportunities aren't immediately available.

Knowing how to handle conflicts like this is necessary for maintaining a motivated and engaged workforce.

Here are five tips to navigate this delicate balance.

Foster open and honest communication

Create a welcoming atmosphere where employees feel comfortable discussing their career aspirations. Engaging in candid conversations can be instrumental in finding common ground and exploring potential alignment between personal goals and organizational objectives.

Implement individual development plans (IDPs)

Introduce IDPs that align employees' career aspirations with the company's overarching goals. These IDPs can help identify skill gaps and lay out a clear path for career growth within the organization.

👀 Check out 12 inspiring employee development plan examples and templates you can use. 

Provide growth opportunities

Provide growth opportunities, including training programs, workshops, mentorship initiatives, and involvement in cross-functional projects. These avenues allow employees to cultivate the skills required to advance their desired career paths while benefiting the organization.

Put conflict resolution mechanisms in place

When conflicts arise, it's crucial to address them promptly and impartially. While emotions are a natural part of the process, expressing them constructively and respectfully is key. Consider both the organization's needs and the employee's perspective when resolving conflicts.

Embrace a long-term perspective

Maintain a forward-looking outlook. Short-term conflicts may emerge as employees develop skills and gain experience. Still, their growth potential can substantially benefit the company in the long run.

🏆 5 Benefits of career development planning

Career development planning is essential for both your organization and employees, offering numerous advantages.

Personal empowerment and job satisfaction

When employees engage in career development planning, they take charge of their professional growth. This leads to increased job satisfaction and fulfillment in their roles. A recent survey found that 17% of employees left their jobs because they lacked growth opportunities. 

People want their work to give their lives meaning, and employers that help them achieve this are more likely to keep their talent.

Skill-building 

Career development planning provides employees with opportunities to acquire and improve their skills. This ensures they remain relevant and can contribute effectively to the organization's success.

Succession planning and employee retention

Succession planning is vital to ensuring the retention of employees and the continuity of critical roles. Only by understanding your employees' strengths and investing in their growth can you reap the multiple benefits that come with it.

📝 Consider using a succession plan template to better identify, develop, and retain top talent.

Career growth path

According to LinkedIn Learning, 94% of employees would stay longer at a job if they were offered career development paths. Career development planning gives employees a clear roadmap for advancement within the company.

Organizational growth and productivity

Companies that prioritize employee development experience are twice as likely to retain them and are 11% more profitable than companies that don't. By fostering career development, you improve employee performance, leading to overall organizational growth and increased productivity.

🗺️ Learn more about the importance of career planning and how it impacts HRM.

🔗 How to embed career development planning into your organizational culture

Lead by example

Show your commitment to career growth. Talk openly about your own career plans, and encourage leaders at all levels to share their development journeys. When employees see that you value growth, it sets a strong example.

Include career development planning in onboarding 

From the beginning, let new employees know you're dedicated to helping them grow. Share information about career development resources around the office and set up a shared resource (e.g., wiki, FAQ page, etc.).

Promote continuous learning 

Give your employees the tools to grow, including access to training programs, workshops, mentoring, and learning materials. Organize social learning routines and encourage cross-training. Offer access to a wide array of learning resources so they can even enroll independently. 

Establish mentorship and peer coaching programs

How about implementing a buddy program, such as pairing experienced employees with those looking to advance?

Mentors can offer guidance, share wisdom, and help mentees navigate their career paths.

Maintain continuous feedback

Encourage employees to talk about their career goals. Managers should provide ongoing feedback, not just a one-time event.

Also, foster a culture of peer feedback so colleagues can offer unique insights.

Combine career development with performance management 

When employees know career development is part of their performance evaluations, they can focus more on their career goals and plan to achieve them. Think of it as an extra motive to focus on their professional growth.

🏆 Discover 6 expert-vetted best practices for integrating performance management and talent management.

Provide career development tools

Offer digital platforms, assessment tools, and training programs for a well-rounded career development strategy. You can also explore AI-based learning platforms to enhance employee learning experience and engagement. 

🛠️ Check out our hand-picked career development tools to build a thriving and more engaged workforce.

➡️ Make career planning a walk in the park with Zavvy

Zavvy offers a comprehensive people enablement platform that you to enhance career development in your organization. 

• With employee development software, Zavvy facilitates a continuous development cycle, transforming managers into coaches and empowering employees to drive their growth. This all-in-one solution connects skills, development plans, and training, ultimately elevating company performance.
• Zavvy's career pathing software streamlines the creation of meaningful career frameworks. By defining role requirements and offering clear pathways based on unbiased data, employers can motivate employees and save time using powerful templates and Zavvy's AI capabilities.

But these are just the tip of the iceberg; Zavvy offers a variety of features, from employee development software to set goals and track progress to 360-degree performance review software — and even amazing automation capabilities.

📅 Schedule a free demo with us today to explore these valuable features and more. 

❓ FAQs

What's the difference between career development planning and succession planning?

Career development planning is focused on helping employees build their career aspirations and goals. In contrast, succession planning identifies and builds key talent to maintain critical organizational roles. 

The critical difference is that career development planning is focused on the employee. In contrast, succession planning is focused on the organization. Read more about career vs. succession planning here.

🆚 Check our full analysis of career planning vs. succession planning. You’ll learn all about the key differences between the two processes and how to effectively use both in your organization. 

How do you measure the success of career development planning?

There are several ways to measure the success of career development planning, such as employee feedback and satisfaction, managerial feedback, employee retention, employee turnover, succession planning, employee skills advancement, and performance metrics. The definition of career success is changing.