Show employees where they can go next ... Plot twist: Their next job could be with you
Not every employee is looking for a promotion tomorrow. But most people want to know there’s somewhere to go.
When employees can’t see what their next opportunity might be, they may assume the only way to grow is to leave. That can be especially true in distribution, where career paths aren’t always obvious.
A warehouse associate may not realize there’s a path to team lead or supervisor. A customer service employee might have the skills to move into inside sales. Someone working behind the counter could eventually thrive in purchasing, operations, or outside sales.
Helping employees see those possibilities can be a powerful retention tool.
Ask them questions such as:
- What parts of your job do you enjoy most?
- Is there another area of the business you’d like to learn more about?
- What skills would you like to develop?
- Where would you like to be a year or two from now?
But conversations are only part of the equation. Organizations also need structure to identify talent and connect people with opportunities.
That might mean formal talent pools, succession plans, or simply regular talent reviews where leaders look beyond their own teams. Who could step into a key role? Who might be ready in one or two years? What development do they need? And what opportunities might exist elsewhere in the organization?
That last question is important. Managers naturally want to hold onto their strongest employees. But sometimes retaining a great employee means being willing to lose them from your team.
Growth doesn’t always mean moving up, either. It can mean moving across the organization, learning a new function, or taking on new responsibilities.
You can’t promise every employee a promotion. But you can help them see what’s possible and create the structure to help them get there.
Industry Perspective
“We’d much rather lose people to the inside," said ?Sandi Denton, director of HR, West Region, at Ryerson. "Whether it’s a different role, department, or location within our network, we want to find the right opportunity within, as opposed to outside the organization.”
Want to make career growth more visible? Deloitte explores how skills-based talent strategies can create clearer career paths, increase internal mobility, and help organizations retain talent. Learn more here.
This "Tip of the Week" is provided by the Talent Development Council | Texas A&M University.
INDUSTRIAL SUPPLY MAGAZINE
The September/October issue of Industrial Supply magazine features an in-depth cover story about Rotator Products. Plus, we're featuring articles by contributing writers Dr. Bharani Nagarathnam and Frank Hurtte, as well as interviews with numerous product and distribution industry experts.
