A couple of years ago, I wrote an article titled “Create a Personal User Manual So Others Know How to Work with You”. I think it’s a great onboarding activity for managers and new employees to start building positive working relationships.
At last year’s Qualtrics X4 Experience Management Summit, I heard about another kind of manual that organizations should consider giving their employees. This one is focused on career development and how to get a promotion – a career development manual. Dan Spaulding, chief people officer at Zillow Group, a leading real estate and rental marketplace, was sharing with attendees how Zillow is in a growth mode and they want to make sure their talent pipeline is ready for future opportunities.
Even if your organization isn’t in a growth mode, giving employees clear expectations regarding what it takes to get a promotion or pursue a specific career path is the right thing to do. Spaulding shared that there were three elements to getting a promotion/new opportunity at Zillow.
Individual Readiness + Job Scope + Business Need = New Job!!
This makes total sense to me. The company needs the position. The employee needs to be ready and capable to do the job. But here’s where it gets tricky. In many organizations, employees don’t have much control over business need.
Where employees do have control is their job scope and individual readiness. I tend to think of job scope has the employee’s ability to do their current job. And hopefully, employees are receiving regular feedback about their current job performance during performance reviews and one-on-one meetings with their manager. Continue reading here…
Via: hr bartender