Encouraging self-growth might just be the development solution you need

As any HR professional will tell you, fostering employee growth is a crucial part of employee recruitment and retention.

Unfortunately, however, a recent study called Career Growth Or Stalled Progress, revealed that many workers feel unsupported in their career development.

In fact, only 18% of employees said they were always excited about their career growth, and just 19% saw a clear path for advancement at their current employer.

Why is this?

We all know that resources are often limited.

Budget constraints and competing priorities can make it difficult to fund every employee growth plan.

However, even without extensive funding, HR professionals can still play a pivotal role. And this is by actually encouraging employees to take charge of their own career development.

Here’s how you can guide your employees to manage their growth, ensuring they remain engaged and motivated, even when company resources are stretched thin:

1. Help employees set ambitious career goals

One of the most effective ways to encourage career growth is to help employees set their own clear, ambitious goals.

Without a defined vision, employees are likely to feel lost or directionless.

You can facilitate conversations that help employees articulate their long-term career aspirations and identify the skills or experiences needed to achieve those goals.

Encourage employees to go beyond traditional SMART Goals (Specific, Measurable, Achievable, Realistic, Time-bound) and instead have them focus on HARD Goals.

These are goals that are Heartfelt, Animated, Required, and Difficult.

HARD Goals push employees out of their comfort zones and inspire them to achieve great things.

For instance, ask employees:

• Heartfelt: “Why do these goals matter to you?”
• Animated: “Where do you see yourself in one year, three years, and five years?”
• Required: “What milestones do you need to hit in the next 30, 90, and 180 days?”
• Difficult: “What key skills will you need to develop?”

Guiding employees through this process helps them create a compelling and challenging roadmap for their careers.

It’s tougher than the cut-and-paste SMART Goals so many of us are used to, but the deep thinking HARD Goals requires pays dividends in employee engagement and growth.

2. Encourage employees to seek out learning opportunities

Even if your company can’t sponsor extensive training programs, there are still plenty of ways employees can continue their learning and grow on their own.

As an HR professional, you can play a key role in pointing employees toward these opportunities and encouraging them to take initiative.

Think of:

• Professional associations and workshops: Encourage employees to join industry-specific associations and attend workshops, seminars, and networking events. Not only will it help employees’ careers, but it’s typically the case that what they learn at industry events makes its way back into your organization.
• Mentorship: If a formal mentorship program isn’t available, help employees find mentors outside the organization.

3. Promote the Importance of networking

Networking is a powerful tool for career growth, and it’s something employees can actively pursue, even if company resources are limited.

So, emphasize the value of building a strong professional network and provide employees with opportunities to do so.

You can do this by:

• Encouraging attendance at industry events: Even if the company can’t fund travel or conference fees, suggest local or virtual industry events.
• Supporting online networking: Encourage participation in LinkedIn groups, forums, and online communities relevant to their field.
• Leveraging internal networking: Facilitate cross-departmental projects where employees can collaborate with colleagues from different parts of the company.

4. Challenge employees to take on new responsibilities

Encourage your team members to seek opportunities to stretch their skills and expand their responsibilities, even if it means stepping outside their current role.

Encourage them to:

• Volunteer for projects: Suggest that employees volunteer for cross-functional projects that align with their career goals.
• Propose new ideas: Create an environment where employees feel comfortable proposing new projects or initiatives.
• Pursue side projects: Support employees who want to take on side projects outside of work, such as freelancing or volunteering, to gain additional experience.

5. Regularly check In on career progress

As an HR professional, you can help employees stay on track with their career growth by regularly checking in on their progress.

Schedule quarterly or bi-annual reviews that focus specifically on career development.

During these sessions, encourage employees to reflect on their goals, assess what they’ve accomplished, and identify areas where they might need to adjust their approach.

Ask them:

• Are they learning the skills they need to achieve their long-term goals?
• Have they expanded their network and connected with key people in their industry?
• Are they taking on new challenges to continue growing?

If employees aren’t making the progress they’d like, work with them to pivot and try new strategies.

Your support and guidance in these discussions could be just the catalyst they need to stay proactive and committed to their career growth.

While budget constraints are a reality for many companies, these challenges don’t have to stall your employees’ career growth.

By encouraging them to set HARD Goals, seek out learning opportunities, build their networks, take on new responsibilities, and regularly evaluate their progress, you can help them take control of their development.

Even if your company can’t fully fund every growth plan, fostering a culture of continuous learning and self-improvement will keep your employees engaged, motivated, and on the path to success.