As an employer, you have the obligation to organize regular professional interviews with your employees. But How to support them in their career development ? Besides, what exactly do we mean by “career development”? We tell you everything!
What is career development?
The term “career development” encompasses a lot of things: training, retraining, job changes, job transfers... In general, it is a progress in professional life of your employees. And it is just as crucial for your company as it is for your employees in the context of vocational training !
Business side, it allows you to develop the skills of your teams and to reduce your turnover.
On the employee side, career development builds loyalty, motivates and helps to acquire key skills for their future position.
Career development: the obligations of the employer
Professional maintenance
According to the Labor Code, an employer must send an invitation to the professional interview biennially, to employees with two years of service, or more.
During this interview, the employee and the manager will discuss the prospects for the employee's career development within the company. This is an opportunity for him to share his training needs, his professional projects or his desires for development!
Optional interviews
In addition to mandatory professional interviews, it is recommended that companies organize “optional” interviews.
Here are some interview ideas:
- an annual evaluation interview
- a 360° evaluation
- A second-half career interview
How can you promote career development in your teams?
Continuing education
During the individual interview, the employer must inform the employee about the situation of his CPF and on the validation of acquired professional experience (VAE). But what exactly is it about?
- The CPF, or the personal training account, is a kind of “scholarship” that the employee has the right to use throughout his working life for training.
- The VAE is a device that allows you to receive a diploma or a professional qualification certificate to validate your achievements. It is a form of recognition of skills after at least one year of experience.
Internal mobility
Internal mobility allows you to change jobs and develop your career within the same company.
Many businesses are taking advantage of this system, and we understand them! The advantages are numerous, both for the employee and for the employer: reduction in recruitment costs, rapid onboarding, team loyalty...
Professional retraining
Career development can sometimes be synonymous with professional retraining !
If this is the employee's project, then the employer must inform him about the free professional development advice service (CÉP) and about his right to benefit from the professional transition project.
3 tips for co-constructing the career development project of your employees
1. Develop a solid professional development plan
To succeed in supporting the career development of your employees, you must define together a professional development plan clear.
Here are the steps to follow:
- Define long-term career goals
- Identify current skills
- Identify the hard skills or soft skills to be developed
- Plan concrete actions (using the S.M.A.R.T. method)
- Establishing a long-term monitoring and evaluation plan
2. Communicate about new opportunities
Boosting the career development of your employees is also their Transmit the right information at the right time.
If you have an internal newsletter, take the opportunity to communicate about your internal mobility offers.
When it comes to professional training and reorientation, promote exchanges on these topics during professional interviews!
3. Investing in continuing education
Professional training can be tedious and impersonal. This is why it is important to invest in innovative training tools adapted to your teams.
New formats are now available to boost the motivation of your employees, while learning.
Microlearning, mobile learning, format ATAWADAC... There is no shortage of ideas!
Bonus: Identify the signs of a stalled career development
The causes of stalled career development are multiple, but they should not be underestimated!
Stalled career development is synonymous with frustration for your employees and will increase your turnover. This blockage may be due to:
- a lack of long-term career goals
- a lack of concrete results
- An unsuitable job description
- a lack of trust in the company
- a lack of vocational training
To improve this type of situation, our most valuable piece of advice will be this: COMMUNICATE.
Career development is a point that should not be overlooked. So, it's time to roll up your sleeves and support your employees in their professional goals!
