The first step is to sit down with your employees and discuss their goals. What do they want to achieve in their career? What are their short-term and long-term goals? Once you have a good idea of what they want, you can start plotting out a path to help them get there. Make sure the goals are realistic and achievable, and that the steps required to get there can be done in a reasonable time frame.
You should also have a communication plan so they know what is expected from them, and when. It’s important to set clear goals as well as communicate those goals properly so that your employees know exactly what they need to do to meet those goals. When you create a career progression plan for employees, it’s important to keep in mind that not everyone will share the same goals or be at the same level. Not only should you consider what your employees want from their career, but also where they are currently at, and what they can contribute to your business.
For example, if one of your sales reps is bringing in thousands of dollars a month in sales, they may not want the same kind of job promotion as someone who is struggling with sales. Keep all of this in mind when you create a career progression plan for employees and make sure it suits them both professionally and personally. Consider implementing a mentor program, or bringing in guest speakers to give talks on different topics that your employees may find interesting. This is also a great way to bring in new ideas and keep your employees curious about their work environment.
Rewards or incentives:
Having some type of reward or incentive for reaching specific goals is always a good idea, but make sure that the rewards are suited to each individual employee. You don’t want everyone gaining access to the same benefits, as this may cause jealousy among the employees.
For example, one of your employees may really want to attend a training seminar that costs $500, while another employee may not want anything more than a pat on the back for getting that promotion they’ve been working towards. You should also think about how you will deal with employees who are underperforming or do not seem to be meeting their goals. You can’t just let them continue to struggle, so it’s important that you come up with a plan of action if they aren’t performing well. This is especially important if the underperforming employee is contributing to your bottom line by bringing in lots of money for your business.