Strategies for Building your Talented Employees Pipeline by supporting their Career Growth

February 18, 2009 by kutenk
Filed under: Human Resources 

Talking to your employees about their careers does take time and may seem like a tough assignment. You may want to start with employees who have expressed concern about their careers or with employees who show signs of becoming disengaged from their work. Prioritize and take one step at a time. Your efforts will pay off in terms of productivity and retention.

Here are the basics on building your talent pipeline. Five steps you can take routinely will support your employees’ search for a good career fit.
Step 1 Know Their Talents
Try asking these questions, and then probe each answer more deeply:
 What makes you unique in this organization?
 Tell me about an accomplishment of which you are particularly proud.
 What are your most important work-related values? Which values are met and not met at work?
 If you had to choose among working with people, data, things, or ideas, which mixture would be most satisfying? Why?

Step 2 Offer Your Perspective
Include these questions in your conversation:
 What is the most helpful feedback you have received? How did it change your behavior? How did you apply that to your work?
 In which areas do you wish I would give you more feedback? How can I help you feel more accomplished and successful at work?
 Which of your team skills are most valued by your colleagues? How do you know? Based on their feedback, in which skills do you hope to improve?

Step 3 Discuss Trends
Ask yourself if your employees know the following points regarding trends:
 The major economic, political, and social changes taking place that will have the greatest effect on your organization
 The opportunities and problems ahead
 What areas are changing the most within your industry
 How their profession will be different in the next two to five years
 What really counts for success in your organization
 Which trade publications, journals, and organization newsletters provide information on industry and business trends

Step 4 Discover Multiple Options
Help your employees answer these challenging questions. All are critical to goal setting:
 Do you have enough information about the organization’s current activities and plans to select several career goals?
 How can you get the information you need?
 Have you considered all available directions in selecting your career options?
 Do your options adequately cover a variety of scenarios?
 Should you select more career options?
 Are your goals compatible with organizational goals and plans?

Step 5 Codesign an Action Plan
Try asking any or all of these questions. The answers form the action plan:
 What skills would you need to gain to help you achieve your goals?
 What abilities do you already possess that would help you toward any of your targets?
 Who is in your network already who might open a door for you?
 What training could I make available to fill the gaps you see?
 What kinds of on-the-job development could help you move closer to several of your options?

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