Managers Should Follow the 3 C’s to Foster Professional Development
With employee retention top of mind for most companies, professional development is a hot topic. In fact, respondents in LinkedIn’s 2022 Global Talent Trends survey ranked professional development opportunities as the top area to invest in to improve company culture.
As a manager, you have a unique opportunity to help your employees feel more fulfilled at work. While numerous factors contribute to overall job satisfaction, professional development is a crucial element in making your employees feel valued and, in turn, more likely to grow their career within your company.
So, what’s the secret to developing your employees and keeping your top talent? Communicate, collaborate and check in. By following these 3 C’s, you can create an action-oriented culture of professional development and growth among your employees.
This article also gives examples of both paid and free professional development opportunities and a sample timeline for having productive discussions with your direct reports.
Communicate
As early as day one of an employee’s tenure, you should open a transparent dialogue about professional development. Ask questions to get the conversation going, such as “What motivates you in the workplace?” or “What skills would you like to build in the coming year?” And then… listen.
Your employee will likely need time to do their own research, complete a self-assessment and put their thoughts together. Give them that time, but make sure to follow up in a timely manner to ensure the employee that their development is a top priority for you.
By communicating early and often, you can better understand your employee’s unique needs and help them develop attainable short-, mid- and long-term goals.
Action Item: Incorporate a baseline professional development discussion into your on-boarding process.
Collaborate
Professional development plans are nothing if they’re not tailored to an individual’s needs. If you ask 10 members of your team to define the term “professional development,” chances are you’ll get 10 different definitions.
That means you need to meet your employees where they want to be met. Use your managerial IQ to determine how much input they want and/or need to create an actionable, attainable professional development plan. Some individuals need a bit of a push to get out of their comfort zone and thrive, while others are self-starters who need little coaching.
Below is a list of paid and free professional development opportunities to consider to get the conversation (and the collaboration!) started.
Paid Professional Development Opportunities
Conference registration and travel fees
Professional association/organization dues
Paid online courses/training* – examples of platforms: LinkedIn Learning, Udemy, Coursera, Pluralsight, Skillshare
Tuition reimbursement for formal degree programs, certificates or other credentials
Books and other learning collateral
*Some of these platforms offer free courses, too!
Free Professional Development Opportunities
Mentorship programs within the company
Free courses/training – examples of platforms: TEDx, YouTube, Grow with Google, edX, Canvas
Lunch and Learns to share skills and expertise with coworkers
Free subscriptions to industry newsletters and articles
Webinars
Action Item: Ask your direct reports to provide you with at least one tangible way that you can support their professional development this year—and provide one idea of your own. Discuss at your next check-in.
Check In
Have you ever had a one-on-one meeting get canceled on you because there were “more pressing matters” at hand? It’s happened to the best of us, and we’re all probably guilty of doing this to someone else; however, professional development discussions are not the time to flake!
Make consistent check-ins a priority for you and your employees, and they’ll be more likely to take their own professional development seriously. These meetings will keep you both accountable for the better.
Action Item: Decide on an appropriate meeting cadence with your employee and add these professional development check-ins to your calendars. See below for a sample timeline and talking points to get you started.
Sample Timeline and Talking Points for Professional Development Discussions
Initial meeting: Set the stage for your employee with an initial discussion. Encourage them to be transparent and aspirational with their career and professional goals.
1-month check-in: Answer any outstanding questions and solidify the employee’s professional development plan. Make sure it includes actionable short-, mid-, and long-term goals.
3-, 6- and 9-month check-ins: Discuss the employee’s progress on short-term goals. Celebrate successes and address any pitfalls or challenges.
1-year review: How does the employee feel about their professional development after a year? How can you as a manager improve their experience? Are their mid- and long-term goals still attainable/on track, or do those need to shift?
As a manager, you can empower your employees to grow and thrive in their careers. Follow the 3 C’s to professional development success!
Additional Resources:
Harvard Business Review, “3 Ways to Boost Retention Through Professional Development,” by Erica Keswin, April 5, 2022.
Totara, “A Practical 3-Step Employee Development Plan,” by Hassan Uddeen, July 14, 2021.