This is the final post of a two part series: Previously I explored the pivotal role the Human Resources Department plays in your career progression and the underlying importance of developing key partnerships. This week, I consider the unprecedented opportunity that lies in sharing your career goals with your Manager and HR and the value in becoming an ambassador for the company. If you missed the first post, you can read it here.
In today’s marketplace, the importance of company culture and its impact on productivity and employee engagement cannot be understated. HR is the steward of an organization’s talent strategy – developing and maintaining the recruitment process, attracting, hiring, training, motivating and retaining a company’s best employees. And it is through successful talent acquisition and retention that HR emerges as a strategic partner in cultivating an environment of collaboration and healthy competition within an organization.
Share Your Career Goals – Most managers do not want to see their top performers seek opportunities outside the organization – at least not in the immediate future. However, great companies can and want to help you manage your career, for promotion within the organization or beyond the corporate boundaries. But genuine support and championing of your career will never actualize unless your manager is aware of your career goals. You are good at what you do; your manager values your performance metrics and work ethic. But do management and HR know your career goals?
If you thrive in the organization’s cultural environment and value collaboration between your team and management, share your career goals with your manager and HR. They want to see you succeed and they will partner with you to help manage the progression of your career. Whether you are looking to grow within the company or move into a different role, fostering close and effective relationships can facilitate these opportunities.
You may have reservations about communicating your goals and aspirations with your management team, and that’s understandable. Here are a few tips on how you might approach this topic.
Initiate an informal meeting with your manager to discuss goal setting plans ahead of your annual performance review. Start the conversation or email with a request to share your career goals for this year and propose the idea of assessing expectations of current projects and future prospects of career development.
Frame the conversation with the premise and understanding that “I’m not looking for a raise; I would like the opportunity to just share my goals.” Don’t talk about moving on to bigger and better things – discuss what you can achieve together.
Provide actionable items that document the steps you are willing to take in the next six to 12 months to reach your career objectives. Develop the skills necessary for career advancement, dedicate your efforts and become an expert and credible resource for your colleagues.
Ask for feedback and support. Your company may be willing to fund training certifications or provide aid that supports furthering your education.
Evaluate your progress in a few months and schedule another meeting to assess the steps you have taken toward achieving your goals. Make it clear that you are working hard at reaching these goals and that you value their insight and advice.
Become an Ambassador – As a respected member of the organization, you have the opportunity to embrace and embody the company’s brand. Internalize the overall mission and strategic vision of the company – your credibility within the industry is valued and your voice is heard. Offer key insight and market trends that align with the organizational strategy to acquire transcendent talent. Build your own team, champion the cause for promotion within the organization and drive initiatives that attract job seekers. Through consistent and dedicated efforts, team cohesion and collaboration will soon follow, which ultimately solidifies employee engagement.
Open channels of communication among management and employees encourage relationships built on trust and credibility. Verbalizing your career goals and maintaining a strong partnership with the HR Department will serve to influence your career progression.
As an HR recruiting executive, I would like to hear your feedback on sharing career goals and partnering with HR to build company culture. Do you work for an organization or manager that values career progression?
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