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I've always assumed people ask that question because it's just some kind of weird tradition to ask it. And I never know how to respond. If I was honest I'd say something like, in five years I hope I don't have answer any dumb questions like that. Which, of course, would be a very bad idea. So I have usually come up with some benign gibberish about goals and learning and contributing and that tends to pass for a sensible answer.
Thanks for sharing!
I have been unprepared for this question one-too-many times. Now I have a solid answer (I talk about gaining more leadership experience and roles, and I also talk about wanting to manage a team, etc.). I always try to throw in something personal too, like I hope to own a home in the next several years.. just to show that I am well-rounded
This resonates with me because the question does get asked. I like to have a basic answer that can apply to any general workplace situation, but also my own personal goals outside of the office.
Agreed, it feels hard to give a genuine answer, but give something meaningful too. The last time I was asked, I outlined some goals I had but also tried to highlight the importance of staying flexible and not tied completely done. A best of both worlds approach, felt like it went over fairly well.
What sort of objectives do you reckon we should talk about?
I hope to be breathing. Turn 70 in March and if you ask me this then you can't read the room.
In five years, I see myself as a highly skilled structural engineer, leading challenging projects, specializing in advanced design and sustainable solutions, holding professional certifications, and contributing to impactful structures while mentoring others and continually growing in my field.
I have asked this question before, and I'm not looking for a grand plan. I'm generally trying to feel out if a person is going to be happy as an individual contributor for a while (they want expertise and problem ownership) or if they want to be a manager of people. This also sometimes uncovers whether a person is not interested in my scope but wants to work at the company with hopes of moving laterally later.
It will be a big to me
Better life than now
"Given the lack of carer progression and succession planning within the organisation, in exactly the same place." Is both honest and correct but probably wouldn't go down well.
I don't have a problem with this question. I have a problem with the 10 year version of the question. In today's fast moving world and job market, you are actually hurting yourself by staying at a company for 10 years, especially when most companies have a habit of not promoting from within anymore.
When I am asked the 5 year question, I actually say "Well, in 3-5 years, I would like to..." and then I just tell the truth. I generally like to make career advancements every 3-5 years (I just don't tell them I might make those advancements by going somewhere else)
I just went through about 5 months of interviewing with countless companies and only 1 of them asked me anything about future plans. I think most companies know that you’re probably not going to be with them for more than 5-10 years, so, it’s not worth asking.
Also, for me, I hated it because often times I didn’t even know what my options were within the specific company as far as promotions and opportunities and all.
It's a boilerplate question from people who don't know how to interview. Asking about career goals, however, is valid but that depends upon the role and level. Certainly not the generic, "where do you see yourself in 5 years."
Even this question is revealing. Fast-pace does not remove the need for each individual to know if they plan to be in a different role - for example, move from engineering to sales; want to be a CEO by 40; want to add skills X and Y to my existing happy place, whatever. The question goes to how can a manager/company support themselves and personal development; do the team and the individual fit together, and a host of other soft-skills questions. If you believe the goal is to declare what job I will have in 5 years, then that's telling too, and a hard way to live.
I had a manager who said there was no point to a 5-year product development plan because we'd never finish it before it changed. That's task orientation, what do we do. The true value of a 5-year product plan is the ability for an entire team to walk forward together; when individual decisions need to be made they 'tend' to support the current direction; when something durable needs to be done, you have some measure of definition.
The personal 5-year plan is just the same, except YOU are the product. In fast-paced worlds like today (as you say), the 5-year plan is even more critical.
Don't be cliche, be honest with yourself and your perspective hiring manager. If you have that clarity; if not, simply admit it's a work in progress and I'd like to continue that progress with your team.