Career progression plans: how to develop your staff – and your business
Are there skills gaps in your organisation? Perhaps you’re taking on new staff or making structural changes. Maybe people are being promoted or taking on new responsibilities. Or perhaps you need to ensure your senior management team is ready to take your business to the next level.
You need a career progression plan for your employees so they can grow with your business and help your business grow.
Have a clear plan
What do you want your plan to achieve? Do you have an existing career progression plan? Is it fit for purpose or does it need revisiting?
If you don’t have a plan, you’ll need to create one. Be clear about its aims, for example:
- Attracting and retaining the best staff.
- Upskilling for newly created roles within the business.
- Ensuring newly promoted line managers have the right leadership skills.
- Addressing skills gaps.
- Developing senior managers to enable business growth.
- Team building.
And don’t forget to ask your people what training they think they need. You may be surprised – and inspired!
The only thing worse than training your employees and having them leave is not training your employees and having them stay. ~ Henry Ford
Career progression for new and inexperienced line managers
Line managers play a key role in the successful day-to-day running of any business or organisation. That’s why it’s crucial to ensure they have to the tools and techniques they need to lead confidently and effectively. Do your line managers have the skills they need?
“It’s very straightforward to put in place a programme of appropriate career progression training that will meet individual and business requirements,” says Impellus Training Manager David Ross.
“The key competencies that all good line managers will need as part of their career progression plan will include a range of leadership skills such as how to communicate effectively, delegation and time management, performance management, project management and a basic understanding of financial issues.
“It’s also a great motivational tool if your staff know they are working towards a recognised qualification, which is an option with Impellus. Your employees can select a programme of courses to achieve an Impellus Level 3 Certificate of Learning or a Level 3 ILM Award.”
Training for senior managers
Your senior managers will benefit from taking time away from the ‘coal face’ as part of their career progression training to reflect and gain new perspectives before returning to the workplace buzzing with inspiration and insights that will make an immediate impact.
“There can be concerns that training for more senior managers will take them away from the office for long periods,” says David. “However, with Impellus, flexibility is key. Courses for senior managers, including organisational leadership and strategic thinking can be taken in two-day blocks at times to suit the employee and the business.”
Senior level courses run by Impellus can be taken as standalone training modules or studied as part of an Impellus Level 5 Certificate of Learning or Level 5 ILM Award.
Both the Level 3 and Level 5 ILM Awards are available as Fast-Track qualifications for maximum speed and flexibility.
Team building days
Team building is a serious business, but if it isn’t fun it probably won’t be very effective. Impellus has the perfect solution: a Myers Briggs Type Indicator (MBTI) team assessment day.
“Our MBTI team assessment days are both enjoyable and insightful, offering a fantastic team-building session with one of our qualified MBTI practitioners and plenty of takeaways to help create a better and more productive working environment back at the office,” says Siân Milne, Head of Operations at Impellus and one of the company’s MBTI practitioners.
“MBTI assessment is an incredibly powerful psychometric tool that can reveal how individuals see the world and make decisions. It helps to build cohesive and effective teams as well as better working relationships between managers and staff. You’ll see measurable performance gains.”
Find out how to identify training needs.
