As an employee, we generally fit into three different categories. Either we are unhappy with our role but unwilling to do anything about, OK with the status quo, or seeking to move forward in our career. While I don’t quite understand the first option, I realize that due to personal reasons or perhaps because you are nearing retirement, many are good at the level that they currently work at. However, if you’re like many, you are seeking to progress further in your career at either your current company or with someone else.
While you could rely on luck and happenstance to progress in your career, it would seem logical that having career goals or targets would be beneficial regardless of your level in the organization. I would recommend that each year you set these targets in order to give yourself a path forward in your career. There are a few different types of targets that you could establish.
• Cross-Training/Assignments – Around 70% of what you learn is by actually doing, so if you are doing the same thing over and over again, then you have hit the career wall. You need to be exposed to new responsibilities, ideas, and processes that will allow you to progress in your career. This could be as simple as learning how to operate or repair a different machine or mastering a different computer program. Many companies complain that their internal talent is not ready to be promoted but are doing nothing to allow them to learn the skills needed to be ready. Again, if you find yourself in this position, then starting a job search may be your next step.
• Pay/Compensation – Do you have a number in mind of where you want to be at the end of the year? How far did your merit increase go towards you reaching that goal. For example, if you were looking to make $1.50/hr. more by the end of the year and your merit was 50 cents, is there any chance you are going to make up that difference internally with your current company?
• Degrees/Certifications – This is a formal target driven primarily by you and your attainment of this degree or certification. It would certainly help if you were with an employer who supports your needs in this area, such as providing you some flexibility in your work schedule to attend classes. Even better would be if your employer paid for you to pursue these with a reimbursement program.
• Internal Development Programs – Does your employer have any type of development program for internal talent, especially if you are seeking or in a leadership position? If your employer has such programs and you are not participating, then you need to ask yourself (and your Manager!) why. If the company does not have a program to develop talent, perhaps this is a sign that you need to join a company that does make this investment.
• Mentoring – A key to someone moving forward in their career is to have a manager who advocates for you and a mentor who invests time in coaching you. This may/may not be the same person, but both roles are critical. This involves these people investing their most precious resource in you…their time. It is estimated that 20% of what you learn is via this method. If your leader does not make this a priority, then shopping externally for a new manager may be in order.
This is a good time for you to reflect on what you have accomplished so far and assess if you have moved the needle towards your next role. Unfortunately, many of you, when doing this, will find that you have really not progressed much at all. Perhaps this is an anomaly, and you will get right back on your career track next year. However, if you feel like you are in the same spot year after year with no real focus on your development, then perhaps this means you should begin an external search.
Very often employees have the mindset that if they work really hard and do a good job, then they will be recognized and be promoted. However, in order to be promoted (and successful in the next role) more is required, specifically your development to be capable in that next spot.
If you do decide to search for new employment, then make sure that wherever you go, your next development will be a priority. Probe regarding what type of internal training and development that they conduct and whether they support the pursuit of external education. Discuss your career aspirations and ask about how you can be ready for this type of opening. Ask for some examples of internal success stories in terms of those who have succeeded moving up in the organization.
The fact that you are on www.wnyjobs.com or reading our weekly paper is a good indication that you are seeking to move forward in your career. If you are currently employed, you may wonder or even have some hesitation regarding whether changing jobs is right for you. If you are not hitting your career goals this year (or even worse, your manager has never met with you about it), then you are likely right where you should be…looking for a company that will provide you the opportunity.
As always, best of luck in your job search.
The following has been prepared for the general information of RochesterJobs readers. It is not meant to provide advice with respect to any specific legal or policy matter and should not be acted upon without verification by the reader.
Joe Stein
WNY Human Resources Professional
Feel free to contact Joe Stein regarding questions or comments at:
Joe Stein
