Career development is constant. It doesn’t stop when employees get promoted, have a good review, or see a job through successfully. With each milestone achieved, career development continues and evolves. When organizations have structures in place to support and guide employees through their career journeys it can help improve employee retention and satisfaction. HRDQ-U’s free career development webinars can help you manage this process in your organization.
The Four Stages of Career Development
While career development programs will differ across industries, jobs, and organizations, the general progression of a career remains relatively constant. Understand the employee journey and consider designing your career development program with these stages in mind:
This first stage of career development involves the transition from school into the working world. Tailored to your incoming and new employees, career development support in the exploration phase involves providing training around adjustment to the workforce. That could include proper email etiquette, orientation around basic job skills, or introductions to managing up and working on a team. While this may seem rudimentary to employees who have spent time in the workforce, it’s important to remember that these fundamentals are learned, and the more you can set new employees up for success as they explore a new world of work, the more likely they are to grow positively within your organization.
After settling into the norms of a workplace and getting the basics mastered, blossoming employees want opportunities to exercise creativity, personalize their job, and carve a path toward continued career growth. This is a phase in which employees are typically hungry for more experience and consequently may be prone to making more errors. Career development here involves nurturing these new ideas and ambitions and encouraging employees to continue holding themselves to high standards.
This is the stage where employees are firmly established and may start to plateau in their careers. They may feel they’ve learned all there is to know about their role and lose interest. Here, it’s important to provide opportunities for them to stay engaged and challenged. Enrich their working experience with mentorship programs that allow them to share what they’ve learned in their careers. Or provide workshops to teach them new skills to allow for more flexibility in their roles and keep them interested. It’s important to be challenged and valued at work, so ensure that your career development programs for mid-career employees are exciting, resonant, and set participants up for continued success.
Late-career employees have typically made a level of peace with their careers and are thinking about retirement and the legacy they will leave at your organization. In this phase, you can nurture them through their exit by encouraging them to share learnings, mentor new employees, and have a say in the future of their job.
Never Miss a Webinar
HRDQ-U career development webinars offer tips for every stage of the career lifecycle. Discover tips to help ensure your employees are continually challenged and set up to do well in their roles.
We have many on-demand webinars on our site, and we produce several live webinars each month. Sign up for our email newsletter so you can always be the first to hear about our upcoming events!