Career Conversations
Career Conversations provide the opportunity to have a quality conversation between employee and manager in which to discuss such topics as:
- How to stay relevant for the organisation
- What are the key strengths and how can they be further developed
- Are there opportunities to improve any areas
- Discuss Career Aspirations
- Identify what gives energy and is a source of motivation
- What could possible next steps be; and the level of readiness for this step.
- Work through the grow model together.
Before the career conversation
- Prepare your approach
- Determine objectives of the conversation.
- Collect information.
- Organize your thoughts.
- Think about how you will start the conversation.
- Anticipate and plan for reactions.
- Know what’s in it for you.
- Know what’s in it for the individual
- Set the climate
- Choose appropriate time.
- Pick a neutral location.
During the career conversation
- Build rapport
- Remind of the GROW model.
- Summarise the objectives of the meeting.
- Ensure a two-way conversation.
- Use a positive tone.
- Consider your pace – relax, don’t rush.
- Keep body language open and non-threatening
- Listen actively
- Avoid distractions
for Managers / Mentors / Coaches
- Ask plenty of effective open-ended questions
- Ask “what,” “when,” “where,” “why,” “how”
- Encourage talking
- Probe for more information.
- Encourage Reflection
- Ask one question at a time
- Avoid leading questions or making suggestions
- Encourage them if they falter use “That’s interesting…”; “Tell me more…”
- Summarise and paraphrase to check your understanding
- Provide feedback
- Focus on both performance and potential
- Be specific and clear.
- Be factual, not judgmental
- Share observations.
- Indicate impact.
- Agree on action
- Ask for a summary of key possible actions.
- Remind of goals/expectations.
- Agree when your next conversation will be and put it on the calendar.
After the career conversation
- Do what you said you would do!
- Honour the timelines and commitments that were made
- Maintain Self Awareness
- Track progress, successes, stumbling blocks
- Seek Feedback
- Show your commitment by sticking to agreed dates for follow-up conversations
for Managers / Mentors / Coaches
- Provide all the support promised
- Check on progress regularly
- Recognise when action is taken
- “Leave the door open” for ad hoc conversations
- Hold them accountable
