In the last decade, HR has undergone a transformation
In the last decade, HR has undergone a transformation. We’ve evolved from a pencil-pushing practice to a key player in the C-Suite. And this shift has had a significant impact on the way employees now think about their own futures – and their role in securing it.
HRD spoke to Selena Benic, HR consultant at Payworks and presenter of our upcoming webinar ‘Growing Career Ownership Among Employees’.
She revealed why it’s high time we let go of the term ‘career path’ and start having regular, authentic conversations around individualized growth.
“Sometimes, as HR leaders, we’re guilty of overcomplicating matters,” explained Benic. “And this can be the case with setting employee career goals. We need to start talking about career development in a personalised manner. Whether you’re a CEO or a graduate starter, our journeys are very individual to us.”
And, whilst HR may try to help facilitate these journeys, Benic believes that we could be convoluting the issue by defining paths too much.
Read more: Payworks Review
“While we may think we’re helping by collating resources and suggestions for employees, sometimes it comes across like the paths we present are the only ones available – as if growth is purely linear.”
Instead, Benic recommends having conversations which centre around the individual employee.
“Start uncovering what their personal goals are. What are their values? Are these different to the organisational ones?
“Career development is so personal – we’re asking employees to look internally and examine their goals. As leaders we need to start opening up these conversations on a more regular basis in order to encourage this reflection from our people. From there, we can start putting steps in place which allow employees to explore their options within the company.”
Benic explains that this could be something as simple as having clearly defined roles within the organization. This means that employees can see what skills are needed for each job – giving them something to contemplate or aspire to.
“We also need to be open to the fact that career paths change - they’re not usually straightforward. An employee who’s in an HR role right now might draw upon past skills and apply for a marketing position, or vice versa.”
To hear more on how you can help your employees take ownership of their futures, sign up to our free live webinar ‘Growing Career Ownership Among Employees’.
