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I’m a fan of the television show “Ted Lasso”. One of my favorite quotes from the show is during the season two finale when Higgins tells Keeley, “A good mentor hopes you will move on, a great mentor knows you will.”
Some people might read the title to today’s article and say, “No! If employees get good at career management, they will leave.” Guess what, that’s okay. Because employees will definitely leave if they don’t feel the organization is supportive of their career. In a survey conducted by Pew Research, 63% of employees said they quit a job during 2021 because of lack of advancement opportunities.
So instead of holding employees back, encourage them to grow, learn, and manage their career. Here are a few articles that might be helpful.
Employers are regularly looking for employees who can go the extra mile, stay calm in frustrating encounters with customers and/or coworkers, and will learn new things to be better at their job. It only makes sense for companies to support efforts for employees to learn more and develop their emotional intelligence. It makes for better working relationships and organizational results.
I don’t know that it’s a guarantee that success can be learned. I do know that we can develop the qualities of high performance. Then it becomes how we apply those qualities. We need to regularly check-in with ourselves to ensure that we’re on the right path and performing optimally.
According to their website, LinkedIn has nearly 800 million members in more than 200 countries and territories worldwide. Their focus is to connect business professionals. Regardless if you’re looking for a new opportunity, you should have a profile on LinkedIn. And you should constantly be optimizing it.
The movement of employees within the organization is called internal mobility. The typical types of activities that we think of when it comes to internal mobility are promotions, laterals, demotions, and transfers. Regardless of what is happening with today’s recruiting market, making sure that current employees have career opportunities is an important part of the employee experience.
Organizations definitely need to send rejection emails or have close-the-loop conversations. On the employee side, I’m torn about sending a reply to a rejection email. Individuals should ask themselves, “What’s the goal?”. If you’re trying to keep the door open with an organization, then yes, a response could be appropriate. In the case of an internal candidate, it could make some sense to follow up and let the organization know that you take their feedback seriously.
While I started today’s article saying that organizations need to encourage employees to manage their career, let me end with saying that employees need to take an active role in their careers as well. Learn how to evaluate your own performance and identify things you want to learn. Set goals for yourself and monitor your progress.
Together organizations and individuals can work to ensure that employees are successful in their careers. This benefits everyone.
Oh, and P.S. whether you’re an individual or an organization, you might be saying to yourself, “Hey this is all great, but budgets are tight! We don’t have the resources!” Please don’t forget about your public library. Many locations offer FREE access to educational opportunities like LinkedIn Learning.
Image captured by Sharlyn Lauby while exploring the streets of London, England