Finding yourself in a position of power for the first time can be daunting. You have a team of workers who now look to you for guidance across every aspect of their work life.

That doesn’t just mean assigning work and telling them what to do. An employee needs a clearly defined long-term plan to steer them through. Having an endgame to shoot for can help to shepherd a worker to where they need to be at every milestone of their career.

But how do you create that plan? It’s impossible to just sit down and hammer a career matrix out. There’s a lot which goes into the creation of one. Some of the most important factors include:

       Talking to your employees about their goals

       Setting scheduled review dates to assess progress

       Setting your own goals which correspond with their advancement

The most important thing to remember is there’s no one-plan-fits-all solution. Everyone is different, with altering ambitions, skills and desired outcomes. Find what works for each employee on an individual basis.

To find out more, be sure to read this useful guide from the University of York. They tackle everything you need to know, so check it out if you’re struggling:



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