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Layoffs at Walmart corporate 😬😬
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This is when you recognize that the person needs a different environment and suggest they move to something else. You’re harming their growth potential by holding then back. Encourage them to explore possibilities.
You also manage up and explain the person is a “flight risk” and get them to carve out a new potential path at your firm. If they fail to do that, explain if the person exits it’s not because you all didn’t discuss, act, etc.
Sometimes people outgrow where they are…
Thanks, and I agree. We have talked pretty candidly about them leaving the company to get what they need elsewhere and I’ve been very supportive of that idea if they decide that’s what they need to do. With the job market what it is, it’s probably not going to be right away. Just trying to do my best for them in the meantime. Already raised all the flight risk flags and everything, we just don’t have responsive leadership I guess. :(
Help them build their skills while you're working together and encourage them to explore upward opportunities (elsewhere) without ever typing that in an official email.
Mentor
I’m one of those ambitious direct reports at a different company running into a wall.
I actually had to volunteer outside the company to take on new skills and further my career.
As a project manager, I have a area chapter that does presentations, collaborations with local high schools, etc.
I have also picked up speaking lessons at toastmasters.
So, while you as the manager can’t pay this person’s way, you can work with them to find opportunities and work on possible flexible schedules so they could try this (but not as a company employee)
Mentor
I have been using Instagram and LinkedIn to try to learn as much as I can. Basically using the algorithm to connect me to potential coaches.
One of the things that popped up is having a conversation with your manager about a leadership position and a timeline.
I have been fed that “oh we have something for you line” like a carrot so many times.
At some point, you have to make that smart goal or make the decision to move elsewhere.
I encourage direct reports to always be interviewing as a means of keeping their skills fresh and knowing what their market value is. I’m trying to move my only support person into a role that doesn’t report to me so she has more growth potential. Just do what you can to highlight their contributions and the value they add to the organization.
Does this person have the opportunity to mentor/ train new team members? In-house trainings (courses, certs, etc.)? Is there opportunities for them to sit in & get exposer to situations/meetings what could help elevate them and make them a more well rounded professional?
If the answer is no, then this position/company is holding them back from growth opportunities. If leadership can’t see the value in taking the time & laying out an engaging career path for a rockstar, it’s not the right place.
It sounds like you’re taking all the right actions. Some companies have a flatter model than others, so those who are seeking growth don’t necessarily find it in promotion, but rather finding the gaps and implementing a solution. That could be a new challenge - where is there a gap that presents a redundancy /manual process that this direct report sees/ feels the pain point? Is there an opportunity for them to put together a proposed resolution? Make them feel like they left their mark?
I know it'll be more work for u but maybe the approach is what needs to be done to get this accomplished but you help put the pieces together..I always use the 'what if we do.. x' until they break down 😂