Key Career Growth Questions That Organizations Need To Ask To Enhance Employee Engagement

A majority of business organizations today understand the significance of adopting an employee-centric approach for ensuring consistent growth and profitability. In this context, gaining a better understanding of career growth aspirations and objectives of their employees, the of utmost importance. According to the experts offering outplacement coaching in Canada, such initiatives help in assuring the commitment of their employees towards ensuring their professional growth. At the same time, it helps the employers to gain a better understanding of the professional aspirations of their employees and develop the most appropriate policies and strategies to fulfill the same.  Discussed below are some key questions that organizations need to ask in this context to improve employee engagement levels.

What Assumptions Are Being Made?

It is not uncommon for employees to make some assumptions about the manner in which their career growth is likely to pan out. Learning about these assumptions is essential for organizations to educate their employees about their feasibility. The managers can also use this information to help the employees develop more realistic career growth pathways, where they are likely to receive total help and support of the organization. This makes the employees feel valued due to the interest and involvement showed by their superiors employers in providing them the right guidance and direction for career growth. Moreover, such initiatives prove beneficial in terms of establishing effective communication between the employees and their managers, which is a key contributor to enhance employee engagement.

Which Risk Factors Are They Taking Into Account

When planning their career growth objectives, most employees are likely to pay attention to the risk factors they are likely to face in the path of fulfilling these objectives. These risk factors may include, absence of valid opportunities, significant changes in market trends and even lack of appropriate skills. Encouraging employees to share their concerns about these risk factors can help in developing managers to develop a bond of trust with them. They can then provide a comprehensive overview of these risk factors and offer reliable advice and guidance to the employees about circumventing them. If the need is, mangers may even help the employees to get top career transition coaches in Canada, to help overcome the fears of the employees through better utilization of their skills and capabilities.

What Are Their Career Management Plans?

Most employees are of the opinion that managing their career is just about brushing up their resume every few years or learning new skills now and then. It is this misconception often results in making them ill-prepared to survive any type of company restructuring in Vancouver and make them feel cheated. Business organizations involved in the overall growth and development of their employees, need to educate the employees about other aspects of career management that can play an important role in paving the way for their professional success. They should make the employees aware of the importance of establishing professional networks both within and outside the organization, developing interpersonal skills and even improving their cross-divisional competence. They should also inform the employees about the significance of modifying their career growth objectives to match the changing market needs and employer expectations.