5. Agenda ● Why career development should be a focus in your business.
● Managing development expectations
● The role of a manager in career development
● Company programs to promote a career development culture
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Employees who strongly agree they have
had conversations with their manager in
the last six months about their goals and
successes are 2.8x times more likely
than other employees to be engaged.
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Let Employees Own
Their Development
● Let Employees Own Their Development
● Ask them how they want to grow
● Ask them if there’s a job title they want
● Ask early and check in often
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Providing Employees with
a Bigger Perspective
● Company mission and values
● Understanding your management structure
● Size matters for the type of development
● Help them be realistic
● Help them prepare for external opportunities
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Coaching for broad shoulders
● Shadowing employees who currently handle
the responsibilities they want to take on
● Let employees be mentors
● Individual research
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Coaching for deep expertise
● Detailed feedback about areas of their craft
● External development opportunities:
○ Certification organizations
○ Conferences and seminars
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Universal coaching concerns
● What title do you want?
● How are you doing on company values?
● How are you doing on hard skills?
● Standard vs. exceptional—what’s the WOW factor?
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Programs for Development
● Choose the right tools
● Mentor program
● Rewards and Recognition
● Company meetings
● Manager training
● Performance management
● Master classes
● Job shadowing
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33. Takeaways ● Create employee ownership in professional development
● Provide clarity through feedback
● Train managers on how to explore career development
● Support career development with company level programs