Goals: multiply options
By Bev Kaye
Expand employee's options with a new twist on goal setting
Do you get a knot in your stomach when a valued employee begins a conversation with one of these phrases?
"I'd like to talk to you about my career…"
"I'm interested in talking about my next step…"
"I don't understand why I didn't get that promotion…"
The knot is understandable. Many of your best employees are looking for a much-needed and well-deserved conversation about moving up in the organization. Without a doubt, you want to keep them. However, "up" may be in short supply.
Yes, you might lose some of them. But our 20 years of research reveals that not all those who say they want vertical moves will leave if they don't get them. However, they will leave if they aren't challenged, growing, and enjoying new experiences.
Right Moves that Aren't Up Moves
The more specifically you outline alternative goals and options, the less apt your employees are to see other grass as greener. Consider the following possibilities with the talent on your team. In some cases, an employee may leave your team but stay with the organization. In other cases, you may need to let go completely and wish them well. In every case, you - and your people - win.
Lateral Movement - Moving Across or Horizontally
Lateral moves used to spell dead end, but not any longer. Today they offer much-needed breadth of experience and opportunities to develop and nurture new skills.
Example: A talented accounting manager moves to a human resources position to gain knowledge of that function in preparation for a step up.
Realignment - Moving Downward to Open New Opportunities
Sometimes the best path to a career goal involves a step backward to gain a better position for the next move or to return to work that's more meaningful.
Example: A technical manager takes a step down from management because he actually prefers to be an individual contributor.
Exploration - Moving Temporarily to Research Other Options
These moves may be short-term job assignments in other parts of the company, participating on project teams with people from other departments, or even going on informational interviews.
Example: A trainer was given the opportunity to move to the Information Technology (IT) department to strengthen her technical skills.
Enrichment - Growing in Place
This is often the easiest yet most often ignored option. Enrichment means expanding the job, refining expertise, or finding depth in areas that your employees really enjoy.
Example: A project manager leveraged her artistic talents by attending graphic design classes and then using her new skills on the job.
Relocation: Moving to Another Organization
This is the least favorite option for most managers, but there are times when it simply must be considered. If an employee's skills, interests, or values just don't fit the work or if his or her career goals simply cannot be met now or ever, and he or she does not want to wait, you may need to help that employee successfully evaluate options elsewhere. If you can be supportive during this kind of transition, the departing employee can be a great ambassador for you and your company.
Example: An employee who wanted to work for a small entrepreneurial company left a larger, more bureaucratic environment. Her boss helped her make the move. She still thanks him and refers business his way.
When Up Is All They Want
Sometimes the vertical option is the only one some of your talented employees want. What to do? Be honest. Sit down with them and talk about the possibilities and even the timing. Talk about the organization's strategic direction and the types of opportunities that may open up in the future.
To Do
- Ask your employees about their goals. Then listen carefully as they tell you what they want.
- Discuss multiple options, including choices like lateral moves and enrichment opportunities.
- Tell the truth - about the organization's direction and needs, as well as your employees' strengths and weaknesses.
- Offer to help. No matter which option your employees decide to pursue, you can help.
- Celebrate the payoff, which is grateful, committed employees. Even if they leave to pursue new career goals, they'll sing your praises, send you business, and possibly return to work for you again!
