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Bowl Leader
Just signed the outside employment form in KPMG onboarding system. I actually wanted to start dabbling in creative writing as a potentially monetizable hobby, but I'm guessing this may pose issues.
Definitely interested in the "exception from this policy may be requested if provision of non-professional services doesn't interfere with one's duties of causes conflict of interest" clause, though. Has anyone been able to get one of those before?
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This is tough. Curious to hear answers from people. So many people left my company (including myself) due to lack of career growth and development.
Lateral transfers, job shadowing, developmental assignments, opportunities to lead, educational opportunities, appreciation and recognition
Everyone wants a clear direction and roadmap of their career. They want to see what is possible, attainable, and logical while employed with your company. Good management will dedicate time to laying out a set of roles and responsibilities and how its current employees can step up to their next higher up position.
Set performance expectations and have a career progression conversation to make sure you understand the employee motivations.
Being in HR, I have heard countless times employees complaining about not having development. I asked them what areas they wanted to grow and what their goals were. Often times, they said they didn't know. Some employees just expect promotions, comp increases because of length in time in the role.
You have to first understand exactly what they want. You can't help them if they don't give you some kind of specifics. If they want your role (for example) - outline the path and experience you felt is needed for you to be where you are today. This is a great opportunity for mentorship with yourself and other team members. It could be lateral roles/projects that gives them necessary exposure to a process and helps them build connections in other areas of the business. It's important employees understand that in a lot of cases, it does take time and effort on their part and rewards may be in the future but you can't build a house without a foundation.
Create an action plan (what to do, resources to do it, due date (can be unofficial). Have regular check-ins to discuss progress. Give praise and celebrate milestones in skill set gain, completing their first assignment that was a stretch goal for them, etc.