What you'll learn:
You’ll learn how to inspire growth in your employees using behavioral data by establishing a career path, providing constructive feedback, setting accountability measures, and coaching strategies to assess gaps in current and future goals. We’ll do this by following the story of Marissa, a current account manager with aspirations to move up in her company.
Building career paths
If you really want to inspire your employees to grow, give them something to work towards. Progressing toward a goal is a strong motivator and opportunities to grow professionally is a top driver for employee engagement. This is why creating career paths for your employees has a direct impact on your business results. Clear career paths can help you motivate employees in a way that’s aligned with your business and their desires.
But how do you ensure you’re setting them up for success? Most companies define specific skills needed for advancement which can help internal candidates identify areas of development, such as project management skills or programming languages. When combined with their personal behavioral data and those behaviors expected for the role, internal candidates have a full picture into what they need to do to take that next step.
Try it out
To include the behavioral side of career pathing, make sure that every role has a Job Target. Once a Job Target is set, you’ll be able to effectively compare your employees to those Job Targets and show them how they can stretch and prepare for different opportunities using behavioral data. You can even communicate advancement opportunities with that specified target so that other employees who are interested in the role know exactly what behaviors are required for success. This is the kind of information that could have benefited Marissa.
Career pathing is an ongoing process. In many ways, companies manage jobs and people like budgets: they do it once, and then they increase it a little bit every year. If you’re stagnant, your employees will be too. Make sure career goals are discussed often with your employees and that Job Targets are reevaluated—especially if functions for that role change over time. This applies not only to the behavioral aspect, but also to those skills they might need. Programs and processes change all the time, so be sure you’re effectively preparing your employees for the future.
Career pathing best practices
Be proactive and plan for the roles the organization might need in the future.
Consider those who want to move laterally as opposed to vertically in the organization.
When job responsibilities change, redefine the role and determine if the person is still the right fit.
Always capture the behavioral and cognitive profiles needed for success in the role.