In our post last week, we talked about the importance of creating engaging 1:1s, so that you can make the most out of your time together, and to learn what’s working, what’s not working, and what could be better.

As we mentioned in that post, engaging 1:1s are imperative to creating a foundation of psychological safety and trust with your employees.

Today, we’re talking about another great way to create this foundation of trust and safety, and that’s by setting aside time with your employees to talk about their career growth and development.

To support you and your employees, here are our suggestions for creating these meetings:

 

Create a Plan

Together with your employee, create a development plan that supports their vision. Consider questions like these:

  • Where would you like to be in one year and how does this support the overall company success?
  • What skills and strengths do you enjoy using the most?
  • What skills do you currently have and what skills (or experience) do you need to develop?
  • What actions will you take to get more experience and develop your skills?
  • What support do you need from me in order to be successful?

Identify Opportunities

Look to influence your employee with your ideas and encourage them to influence you with their thoughts about the kind of work they’d find fulfilling. Consider questions like these:

  • I’ve come up with a couple of opportunities that align with your vision and can support you to grow with the business.
  • I’m curious, what opportunities are you finding exciting? How do you see yourself being a solution to the company’s success?
  • What support do you need from me in order to be successful?

Review and Refine

Map out regular meetings where you can walk through what’s working and what’s not working. Consider questions similar to our engaging 1:1s post:

  • What successes have you had in your career development, since we met last?
  • What challenges have you had?
  • What new ideas, learnings, or pivots are you thinking about?
  • What are your suggestions for what you’ll work on next?
  • What support do you need from me in order to be successful?

Remember, the goal with these development meetings is for your employees to learn to think and show up in new ways, and to grow in their skills and experience.

Resist telling them what to do. Instead, encourage them to think aloud so that you can help them create a vision and actionable steps, together.

Whether you make time in your regular 1:1s or carve out space for specific career growth meetings, you’ll be creating meaningful connections with your employees. These connections foster a culture of safety and trust—one where employees feel that they matter to you.

When employees believe that they matter,
they’re more likely
to bring the best of themselves
to their work.

This week, consider what it would look like to begin some career development conversations with your employees.

Let us know how it goes!

If you’d like support
in developing your employees,
contact us today.