How to Find Support For Your Career Goals and Development
Do you feel like you’re working hard but are unsure how it may help you achieve your professional goals? If so, you’re not alone. A 2022 survey by McKinsey found a lack of career development and advancement potential to be one of the top three reasons why professionals left jobs without having secured another one.
Indeed, many organizations view career development as something that is the employee’s responsibility, or which happens with dedicated company support only at later stages in their careers. But this approach ignores two key realities. First, colleges and graduate schools focus their efforts on helping their students to obtain a job, and much less, if at all, on how to develop and grow in their careers. So new entrants to the workforce, and even more seasoned ones, frequently have limited knowledge about how to structure their own professional development and identify ways to gain a better understanding of how they can advance in their roles. Without guidance, they can be left unaware of crucial steps that might assist them in their professional path, establishing their objectives, and navigating their organization or industry.
Second, waiting to provide career development until professionals are more senior brings with it the risk that employees may get frustrated and move on to other jobs. A March 2023 Harvard Business Review article shared research showing that the ideal time for companies to engage employees in career development conversations occurs when someone has been in their role for 12 to 18 months. And, more critically, after two years in a job, 30-40% of employees (irrespective of role, seniority, gender or other demographics) were already looking to leave their jobs, and would do so if they weren’t engaged by their companies in such conversations. When such employees leave, employers lose the time and money invested in those professionals, and also the opportunity to develop the talent they identified in these hires initially.
So what do you do if you are uncertain of what is available to you in career development at your employer but you still want to find a path to grow and meet your career goals? Consider a few steps that may help you initiate your own planning and advancement:
Ask your supervisor or team leader for a regular meeting where you can identify the work you are engaged in, and seek feedback on how this aligns with progressing towards your goals. Don’t wait for your annual review or formal evaluation. And if you’re having trouble getting the time or attention from your supervisor, consider asking others on your team for their input as well.
Connect with other people in your organization who are doing work that interests you or acting in roles which you aspire to have. See if they can share with you some of the steps they took along the way, and what resources they can identify to help you better formulate your own strategy for reaching your objectives. Also ask them to be candid with you about how realistic you are being in your aspirations and expectations, and how you might shift your approach if needed.
Be specific in seeking information. For example, if you want to know what it takes to get promoted to a certain role, and in what time period, frame your questions to address that issue rather than just inquiring generally about what it takes to advance or get ahead at the company. General conversations are great in giving you some foundation for knowing how a company may be able to support you, but when you need particulars you have to be direct.
Alumni of your company or organization can also be a great resource. Whether they left feeling they received good career development support or not, they maybe be able to provide you with different perspectives on what options might be available to you at the company, or outside it.
Be aware of metrics and KPIs that are part of your performance and development assessments by your employer. If they seem vague, or unclear, seek clarification of what is expected of you. If you don’t understand the factors by which your work is judged, it will be hard to assess what you are supposed to be working towards and whether it aligns with your personal career goals.
Look for mentors and advisors, either formal or informal, within your organization, who are willing to engage with you on your career planning and development. These may be individuals within your team or unit, or they may be ones in other divisions or groups. Talking to people outside your area may also help educate you about variances in career paths, resources, and opportunities across the company.
Your company also isn’t the only source of career guidance and development assistance. Engage with others in your industry so you can learn about other career development and planning approaches. Consider joining trade or membership groups that offer the chance for networking and discussion about trends in employment and work in your sector. The information you learn may not be specific to career planning within your own organization, but it can help you evaluate what else you may need or want to suggest at your company that would give you support. Or it might identify employers better suited to helping you with your professional goals.
Ideally, employers should take a leading role in career development for their employees, but you can and must also take responsibility for your professional advancement and growth. Don’t wait for your company or organization to seek you out - take action for yourself to start moving forward in your career.
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If you’re looking for ways to move forward in your career advancement and development, please reach out to me to discuss how I can assist. Contact Laura