At any time, employees may experience career challenges which may seriously affect success at the company. If these difficulties go unresolved for a period of time, they are likely to impact the employee's ability to cope effectively on the job. For senior-level professionals, the impact can be even more devastating because their work usually has a direct impact on overall business strategy and direction. Career coaching is a strategic resource that employees can use and managers can rely on when work performance, career transition, personal conduct in the workplace and/or cultural fit becomes an issue. It provides a means for employers to encourage their employees to seek career assistance early to prevent small problems from getting out of hand and creating greater barriers to success. It's also a way to help key employees reach higher career aspirations so that they continue to add significant value to the company.
With any talent management software implementation, we've found that organizations launch programs without thinking of how the organization needs to change and adapt to support employee engagement better. Managers are not trained on how to be effective coaches or career advisor. A career coach can help and organization understand how to improve employee engagement specifically, train managers on how to be an effective coach, and teach employees how to truly manage their own career. Once understood, software implementations can be much smoother with respect to adoption and use. Even better, employees and managers understand how to do career management effectively, which is needed for any type of talent management initiative whether it be 360 Feedback, Performance, Career Pathing, Succession or more.
What are other benefits to the employer's organization?
Employers use career coaches not only as a cost saving measure, but, more importantly, to "do the right thing" for both the employees and the organization. The benefits of having career coach onsite may include:
- increase in employee productivity and supervisory effectiveness
- retention of valued employees
- less time spent managing poor performers
- increased quality in employee performance
- improved employee morale
- resource base for professional, experienced facilitators of training and staff development programs
What can a Career Coach do?
Career coaches can provide a wide range of services. They will do one or more of the following:
- Administer and interpret assessments and inventories to asses work values, interests, skills and competencies
- Identify alternative internal career options for people in transition that capitalize on individual knowledge, skill and ability profiles
- Develop specific career paths with experience, knowledge, abilities, and skills defined
- Create career development plans to help employees grow and learn
- Maximize person-job-organizational fit
- Explore and prepare employees for internal job searches, including resume preparation, in-house interviewing and networking
- Identify and cultivate internal mentor and career advisor networks for personal career development
- Provide unbiased, objective career counseling intervention/mediation/facilitation for people experiencing job stress, job loss or transition during corporate reorganizations, mergers or downsizing
- Teach internal career advisors and mentors how to be more effective in guiding employee development
- Facilitate employee training and development initiatives
For those that can't afford a career coach internally, they can train their internal HR team or select managers to become "career coaches" through a training program such as the one we offer at pcm.talentguard.com