Is more essential than it has been. Because, in addition to wanting work that is meaningful, there is an increasing trend toward team members also wanting opportunities to grow, stretch, and develop. Leaders and organizations that recognize this will have a better chance of attracting and retaining talent as the tectonics of work continue to shift.
Nine strategies I’m talking about with clients:
- Be sure to be talking about career pathing and what opportunities lie ahead
- Remember that as a leader, you are always providing mentorship because you are a model
- Regularly ask what team members want to be doing, stretching for, experimenting with, taking on, leading, exploring, resolving
- Make it clear – and a privilege — that coaching resources are available for established and rising leaders who are exceptional and hungry
- Pay attention to succession and bench needs and align with mentorship/coaching
- Create a mentorship program for mid-level management in addition to junior talent
- Spend dedicated, one-on-one time with team members and ask questions such as: How can I best support you? What additional responsibilities would you like to take on? What feedback would you like that you’re not currently getting? What kinds of opportunities are you interested in pursuing here in the future?
- Develop your own skills at effectively delivering balanced, relevant, and helpful feedback that is constructive and experienced as such by the recipient
- Recognize that the days of annual reviews as the primary source of feedback and development have been replaced by more frequent and deeper conversations with your people