{"id":97542,"date":"2022-11-21T16:12:44","date_gmt":"2022-11-21T21:12:44","guid":{"rendered":"https:\/\/www.rochester.edu\/human-resources\/?page_id=97542"},"modified":"2022-11-28T11:01:03","modified_gmt":"2022-11-28T16:01:03","slug":"career-conversation-guide-for-managers","status":"publish","type":"page","link":"https:\/\/www.rochester.edu\/human-resources\/professional-success\/ur-career-pathways-program\/manager-resources\/career-conversation-guide-for-managers\/","title":{"rendered":"Career Conversation Guide for Managers"},"content":{"rendered":"","protected":false},"excerpt":{"rendered":"","protected":false},"author":212,"featured_media":0,"parent":97092,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":"","_members_access_role":[],"_members_access_error":""},"class_list":["post-97542","page","type-page","status-publish","hentry"],"acf":{"lead_in":"","display_title":"","subtitle":"","call_to_action":"","hero_image_placement":"no_image","hero_media":"images","hero_pattern_option":"","hero_video":"","hero_image_landing":"","hero_image_landing_two":"","hero_image_landing_three":"","content_modules":[{"acf_fc_layout":"text","anchor":"","css_class":"","title":"","content":"<h2>Why hold career development conversations?<\/h2>\r\nTalking to employees about career aspirations is one of the most meaningful and results-driving activities you perform as a leader. Development-focused conversations inspire reflection, illuminate possibilities, foster commitment, and generate employee-owned actions. These actions help employees grow and develop while contributing to organizational goals.\r\n\r\n<a href=\"https:\/\/www.rochester.edu\/human-resources\/wp-content\/uploads\/2022\/10\/URCP_Conversation-Guide-for-Managers.pdf\">Career conversation guide for managers [icon name=\"file-pdf\" prefix=\"fas\"]<\/a>\r\n<h2>When do you hold career development conversations?<\/h2>\r\nThe annual performance review is a great time to talk about the future, but it shouldn\u2019t be the only time. A regular cadence of formal and informal career-focused conversations should take place throughout the year to identify goals, develop action plans, and discuss progress.\r\n<h2>How to facilitate career conversations?<\/h2>\r\nNo two career conversations are the same. A great career conversation takes preparation BEFORE, great facilitation DURING, and follow-up AFTER.\r\n\r\n<img class=\"alignnone size-medium wp-image-99422\" src=\"https:\/\/www.rochester.edu\/human-resources\/wp-content\/uploads\/2022\/10\/facilitating_career_conversations_graph-e1666702635526-843x481.png\" alt=\"Conversation flow from prepare, hold to follow-up\" width=\"843\" height=\"481\" \/>\r\n<h3>Prepare for the conversation<\/h3>\r\nTake time to plan. There\u2019s no better way to have a great career conversation than to plan for it in advance. Think about what you know about your employee (strengths, opportunities, interests).\r\n<ul>\r\n \t<li>In what ways does this employee bring value to the organization?<\/li>\r\n \t<li>What is the employee enthusiastic about?<\/li>\r\n \t<li>What does the employee do best?<\/li>\r\n \t<li>What are the areas for improvement?<\/li>\r\n \t<li>What potential development opportunities or projects exist that you may consider for this employee?<\/li>\r\n<\/ul>\r\n<h3>Hold the conversation<\/h3>\r\nCareer conversations can go in many directions. If the employee is not sure about what they want, you can help them figure it out. If they know where they\u2019re headed, your conversation can focus more on what actions they can take to get there. (In some cases, employees are happy where they are and may not be interested in changing roles, but the conversation could focus on opportunities for additional learning and new tasks, cross-training, or projects to keep them motivated.)\r\n<h4>Set the stage<\/h4>\r\nCommunicate the purpose of the discussion and ask your employee what short (one to two years) and long-term career goals they have.\r\n<h4>Discuss Career Aspirations<\/h4>\r\nIf the career interests aren\u2019t clear, you might say: \u201cLet\u2019s explore what interests you in your career. You don\u2019t need to have the answers. I\u2019m here to listen and help you think through what you find most interesting and why.\u201d\r\n<ul>\r\n \t<li>What are you most passionate about?<\/li>\r\n \t<li>What are your strengths?<\/li>\r\n \t<li>What do you want to improve? Why?<\/li>\r\n \t<li>Which new skills do you want to learn? Why?<\/li>\r\n \t<li>What do you enjoy doing that you\u2019d like to do more of?<\/li>\r\n \t<li>Which recent assignments have been more satisfying or interesting? Which haven\u2019t?<\/li>\r\n<\/ul>\r\nIf the career interests are clear, you might say: \u201cIt sounds like you know what interests you, and your career goals are clear. Let\u2019s focus on how we can work together to help you get there.\u201d\r\n<ul>\r\n \t<li>Where do you see yourself in one year? Three years?<\/li>\r\n \t<li>Which roles, departments, or opportunities are you most interested in? Why?<\/li>\r\n \t<li>What does it take to be successful in the role you\u2019re interested in?<\/li>\r\n \t<li>What are your next steps to get there?<\/li>\r\n \t<li>What support do you need from me?<\/li>\r\n<\/ul>\r\n<h4>Create Development Goals &amp; Action Plan<\/h4>\r\nUse the <a href=\"https:\/\/www.rochester.edu\/human-resources\/wp-content\/uploads\/2020\/08\/Career-Development-Plan.pdf\">Career Development Plan (CDP)<\/a> template to identify 1-2 development goals and associated development activities within the <a href=\"https:\/\/elearningindustry.com\/70-20-10-model-learning-and-development\">70:20:10<\/a> framework.\r\n<ul>\r\n \t<li>70% on-the-job learning (experience), for example:\r\n<ul>\r\n \t<li>Special assignments<\/li>\r\n \t<li>Job rotations<\/li>\r\n \t<li>New responsibilities<\/li>\r\n<\/ul>\r\n<\/li>\r\n<\/ul>\r\n<ul>\r\n \t<li>20% learning from others (exposure), for example:\r\n<ul>\r\n \t<li>Find a mentor o Networking<\/li>\r\n \t<li>Shadowing<\/li>\r\n<\/ul>\r\n<\/li>\r\n<\/ul>\r\n<ul>\r\n \t<li>10% formal learning (education)<\/li>\r\n<\/ul>\r\n<h4>ASK:<\/h4>\r\n<ul>\r\n \t<li>What steps could you take?<\/li>\r\n \t<li>What experiences would help you learn more?<\/li>\r\n \t<li>From whom might you learn new skills and acquire knowledge?<\/li>\r\n \t<li>What coaching or mentoring opportunities will help you achieve your goals?<\/li>\r\n \t<li>Which development needs can be addressed by reading, or attending courses, seminars and conferences?<\/li>\r\n \t<li>What ideas do you have?<\/li>\r\n \t<li>How can I help?<\/li>\r\n<\/ul>\r\nDevelopment goals should be specific, measurable, actionable, relevant, and timely (SMART). They should include action steps, a timeline, and criteria for success.\r\n<h3>Follow up<\/h3>\r\nBuild in time to have ongoing informal career conversations at least quarterly. It\u2019s helpful to set up time separate from your regular one-on-one meetings but is not required. Continue to follow up on action plan (CDP) progress. Consider asking for a professional development goal as part of the annual performance review goal planning section.\r\n\r\nManager tip: Model career development by doing. Create your own Career Development Plan.\r\n<h2>References and additional resources<\/h2>\r\n<ul>\r\n \t<li><a href=\"https:\/\/mypath.rochester.edu\/\">Developing Your Direct Reports (MyPath)<\/a><\/li>\r\n \t<li><a href=\"https:\/\/trailhead.salesforce.com\/content\/learn\/modules\/manage_the_sfdc_way_motivate_and_champion\/motivate_and_champion_facilitating_conversations\">Facilitating Career Conversations\u00a0<\/a><\/li>\r\n \t<li><a href=\"https:\/\/www.mindtools.com\/pages\/videos\/702010-transcript.htm\">The 70:20:10 Model of Learning<\/a><\/li>\r\n<\/ul>","background_color":"#ffffff","width":"width-medium"}]},"yoast_head":"<title>Career Conversation Guide for Managers | Office of Human Resources<\/title>\n<meta name=\"description\" content=\"Tips for managers to facilitate career development conversations with employees to foster commitment and generate employee-owned actions.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, 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