How to Develop Personalised Career Paths for Employees
The importance of having employees who bring unique strengths, skills and experience to the business cannot be overestimated. It makes sense, therefore, to offer unique career progression and L&D opportunities to your workers that are based on each person’s strengths, personal goals and circumstances.
This tailored approach to career development will not only demonstrate to your people that you value them as individuals and are invested in their growth, but it will increase engagement, build loyalty and improve business performance.
A report by Gallup found that almost 90% of millennials believe professional development or career growth opportunities are very important in a job, while organisations that have strategically invested in employee development are 11% more profitable and are twice as likely to retain their employees.
“In an era where there’s a growing skills gap and rising competition in the jobs market, offering strong career progression can be what attracts and retains top talent,” comments Stacey Hayes-Allen, director of corporate partnerships at Arden University. “Customised learning will create a more motivated, skilled and committed workforce, as it will match employees’ personal goals with overall business goals. This not only enhances individual performance and satisfaction, but it also drives overall organisational success and competitiveness.”
Providing development opportunities is one of the most important things you can offer employees, adds Liz Sebag-Montefiore, director and co-founder of 10Eighty. “Make it easy for employees to access e-learning, online mentoring, career path planning solutions, coaching and collaboration apps, and let them work and study in the way that suits them best. It encourages workers to take ownership of their learning and development and cultivate the skills needed for the future.”
Personalisation enables learning that is structured or on-demand for individuals and groups, she adds. “Whatever your people need, that’s how you engage them with your development offer and keep them engaged and enthusiastic. Personalised and interactive learning make the L&D offer attractive to employees at all levels.”
A flexible and holistic approach
The benefits of providing unique career development paths that can adapt to everyone’s needs are clear to see. So, what does this flexible and holistic approach to employee development look like in organisations?
“[This] approach to employee development involves having an adaptable, personalised learning and development plan – one that’s essentially ‘subject to change’, based on the employee’s career aspirations and goals,” says Stacey Hayes-Allen. “This also ensures it continues to meet business needs. Providing a diverse range of learning methods is also key. A mix of practical, on-the-job training, as well as formal and informal learning, will help to engage employees and allow them to pick up new skills more efficiently.”
Nicki Robson, managing director of Breedon Consulting, advises employers to start with a thorough assessment of each employee’s strengths, skills, career aspirations, and personal circumstances.
“This can involve regular one-on-one meetings, surveys, and performance reviews. Then create tailored development plans that align with both the employee’s career goals and the organisation’s objectives. This could include mentorship programs, specialised training, cross-functional projects, and opportunities for further education. Regularly review and adjust development plans based on feedback and changing circumstances. This ensures that the development path remains relevant and effective for both the employee and the organisation.”
Workers should be allowed to take the initiative to shape their professional development, choosing training courses and programs that best meet their requirements and career objectives, says Jess Munday, co-founder and people & culture manager at Custom Neon. “Since every employee is different, a flexible and all-encompassing approach to employee development creates an inclusive work environment that supports advancement on both a personal and professional level.”
Boosting retention, performance and productivity
Offering a personalised career development path can benefit the whole organisation because it enables leaders to align business goals with individual goals and development, which in turn can boost retention, performance and productivity.
“Employees are more likely to remain with a company that invests in their personal and professional growth,” remarks Nicki Robson. “This reduces turnover and the associated costs of recruitment and training new hires. They are more engaged and motivated, leading to improved performance and productivity and a well-developed, satisfied employee is more productive.”
Stacey Hayes-Allen adds: “Allowing people to choose when they can prioritise studying not only opens doors for those with demanding home lifestyles or job roles, but it also means they are much more likely to stay on until completion, and often beyond, knowing they can flex their learning with their current lifestyle. Online, flexible learning also allows full-time employees to make sure learning fits around them, as they don’t need to travel to different locations to study. By making sure development plans fit in with employees’ career goals, they are much more likely to feel heard and respected by their workplace, and much more driven to develop with your company as it fits in with their personal aspirations.”
Ensuring success
There are several ways that HR leaders can ensure tailored career development plans work for both your employees and the business.
“Giving individuals the time and space to clarify their career goals and interests and define their learning preferences will go a long way,” comments Susie Lee, SVP and client innovation officer at Degreed. “Holding workshops or coaching sessions to guide individuals through setting their goals and understanding their learning styles can also be a massive help.”
It’s also important to understand the mix of skills within your workforce so you can spot any skills gaps that may hinder future transformations, she adds. “Analysing your workforce’s skills data will also enable you to provide tailored learning opportunities that align with what your business needs and match an employee’s goals and interests.”
A dedicated learning and development officer who can support employees and promote courses is also valuable, says Stacey Hayes-Allen. “It will ensure that learners are looked after and that you locate the right employees for new learning opportunities. The learning and development officer can speak to employees, host information sessions to find out who would be the right fit for particular courses and speak to line managers about what development is needed and the aspirations of each team member.”
She also advises HR to identify opportunities for your employees to apply their learning in the workplace, support off-the-job training, and take an active role in regular progress reviews.
Finally, establish a clear framework for creating and managing personalised career development plans, advises Nicki Robson. “This includes setting clear objectives, defining roles and responsibilities, and outlining the resources available. Involve managers, leverage technology, and foster a culture of continuous learning. This creates a dynamic and supportive environment that not only meets the diverse needs of employees but also drives the organisation’s success.”
Learning and Development Software
To effectively implement these personalised career development strategies, leveraging modern learning and development software can be immensely beneficial. Such platforms can streamline the creation and management of tailored development plans, track employee progress, and provide a diverse range of learning resources. By integrating learning and development software into your approach, you can ensure that each employee’s growth aligns with their personal goals and the overall objectives of the organisation, ultimately fostering a more skilled, motivated, and productive workforce.
