Using a career conversation to understand what staff want, what motivates and drives them, what values underpin their workstyle and what aspirations and ambitions they nurture is crucial to building an effective team and a collaborative working culture. The aim is to inspire staff to reflect on their role and commit to a career pathway that benefits individual and employer.Optimum motivation
The traditional carrot and stick motivational methods tend to undermine autonomy and commitment. Research suggests that optimum motivation happens through mindfulness, values, and sense of purpose, rather than through incentives, power and status, guilt or fear of disappointing others. Understanding what does and does not motivate a particular person is key to designing their career plan, securing their engagement and harnessing their commitment and discretionary effort.
We have a serious problem with employee engagement and productivity in the UK so reviewing your performance review and feedback processes to ensure effective career pathways and talent management will pay dividends long-term. Talking to employees about the work they enjoy doing and committing to helping them with personal development and opportunities to meet their career aspirations is the starting point.
In a knowledge-intensive economy helping employees to manage their careers is important for the employer who wants to remain competitive. The productivity of knowledge workers is predicated on good job design that ensures skills are enhanced and updated and that their aspirations are acknowledged.
A 2012 survey found that 54 percent of workers said knowing their career path is very important to their overall job satisfaction. Employees understand the opportunities available to them to advance their careers and it makes sense to support them to take action to develop their careers.