Employees say they feel more engaged when their employer supports their professional growth and supplies ways to reach individual career goals, all while fulfilling the company’s mission.

A career development path gives staff members a system to strengthen their skills and increase their knowledge, both of which make them more effective at their job and better-positioned to take on new positions, possibly positions higher up in the company.

Developing career paths can also have secondary benefits for an organization: boosting morale, job satisfaction, productivity, and employee inputs. If your company is looking to further support the career growth of its employees and reach organizational benefits, consider the following ways to provide career coaching.

1) Encourage employee growth on an individual basis

One-size-fits-all training programs have limited effectiveness, research has shown. Employees should have their own, personal learning opportunities that they have control over. However, this kind of career advancement is difficult for full-time staff members to do on their own.

Since the growth of talent is crucial to your ongoing success, you need to stimulate employees’ growth in a way that gives them a significant degree of control. On-demand and mobile training programs can make learning opportunities more accessible for employees, and many of these solutions are very cost-effective.

2) Acknowledge the short shelf-life of most skills

Technology is revolutionizing the way most jobs are performed and one result of this is the increasingly short shelf-life of many professional skills.

This reality makes the need to train regularly more critical than ever. Companies should to consider learning and development to be a constant, ongoing effort. And yet, companies also need to avoid information overload. Striking a proper equilibrium between once-in-a-while training and too much information can be achieved by considering feedback from employees.

3) Build trust in leadership

Workers want visibility and honesty from their leaders. Regrettably, most company leaders have trust issues with their employees. A recent survey by the American Psychological Association found one-in-four employees say they don’t trust their employer and approximately half said their employer is transparent and honest with them. If leaders refuse to share the state of the company, their latest insights and their knowledge, employees will not be enthusiastic about advancing their career, especially with their current employer.

If management wants staff members to develop, it must show the company is a transparent, growing place that provides coaching and growth opportunities.

4) Match coaching style to learning style

With tech-savvy Millennials and tech-averse Baby Boomers side-by-side in today’s workplace, companies must be mindful of the way to provide coaching to their employees. Surveying employees is an effective way to get a handle on the learning tools and opportunities its workforce prefers. A job development program should then invest in a range of learning resources, prioritizing the areas indicated by the employee survey.

Are you looking for top talent?

At Quanta, we can supplement a company’s employee growth initiatives by providing the proper level of staffing and administrative support. If your company is currently looking for a staffing solution, please contact us today.