Growing and developing your employees is one of the most important parts of being a leader. Not only does it allow your team members to thrive, it also has a tremendous impact on the business.
According to LinkedIn’s Workplace Learning Report, 72% of companies championing career development have higher employee engagement, 64% have higher retention, and 55% notice employees developing new skills. The tricky part about career development is that you’re running a team of individuals with different needs.
You probably have employees with unique strengths and aspirations at diverse career stages. Some want stability and enjoy excelling in the craft of their current role, while others are always on the lookout for bigger challenges. This week’s insights are inspired by Radical Candor, where leadership expert Kim Scott shares her nuanced approach to identifying and supporting your employees' unique aspirations.
So, how can you personalize your employees’ career development to the kind of impact they want to make?
Understand your employees
Kim makes a distinction between “rockstar” employees (those who are satisfied and steadfast in their current roles) and “superstar” employees (the ones who are looking for the next big challenge or opportunity to learn). As a leader, paying attention to personal career objectives is essential. Your rockstars, for example, should be given opportunities to expand their specialized expertise by taking on projects that deepen their knowledge in their given area. Superstars should be encouraged to take on new challenges to keep them engaged. When you recognize where your team members are coming from, you can give them the support that matches their aspirations.
Don't assume
You might think you know where your employees stand, but it’s always best to ask them directly about their growth journey. During your one-on-ones, encourage them to share how they see their career evolving, what skills they want to develop, and what type of work excites them most right now. Ask open-ended questions to gain deeper insights into their career goals, and consider recording these in your meeting notes to track potential opportunities that can help them grow. When onboarding new team members, you may have discussed what they're looking for in a role, but take the time, once they’ve settled in, to understand if they see themselves as a rockstar or superstar. This will help you show up for them in way that meets their needs.
Check in regularly
Remember that people evolve, so your rockstars today might morph into your superstars tomorrow - and vice versa. As you develop long-term relationships with your employees, remember that their goals and aspirations can change or evolve. For example, you might have a superstar team member who becomes a new parent, and as a result may want more stability at work. Alternatively, you might also have a more tenured rockstar on your team who may want to try on superstar mode for size to keep things fresh. Check in with them regularly to keep a pulse on how they feel about their trajectory so you can make sure their past preferences aren't restricting them in the present.
Set the right growth challenges
Growth challenges for each employee will look a little different. Superstars are driven by challenges that accelerate their development and thrive on diversifying their skills. With that in mind, consider offering them leadership training, stretch projects in cross-functional areas, and courses to expand their abilities. You can grow your rockstars by helping them to deepen their expertise. Perhaps give them the chance to mentor others or find opportunities for advanced training with experts in their field. By recognizing these distinct growth needs, you’ll better support both superstars and rockstars in their career journeys.
Give the right recognition
According to a report by Nectar, about 84% of employees feel that recognition affects their motivation to succeed at work. But the pro move here is to give them the kind of recognition they respond to the most. When recognizing your superstars, think public acknowledgment. They thrive on exposure to leadership and team-wide recognition, as it fuels their drive and ambition. Celebrating their achievements in front of the larger group shows them their efforts are noticed and valued. Rockstars, on the other hand, appreciate quieter, more personal recognition. A one-on-one acknowledgment or appreciation in a smaller, more meaningful setting (like their team) resonates more deeply with them. Tailoring your recognition can help your rockstars and superstars feel more deeply valued and seen.
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