Improve Career Development Discussions: 4 Tips from Employees

Employee Tips to Improve Career Development Discussions
New manager training tells us that career development discussions matter.  High performing people managers maximize the value of career conversations by uncovering their team’s aspirations, motivations, and long-term career goals. Understanding what drives your direct reports allows you to provide meaningful guidance, support their growth, and align opportunities with their ambitions. The payoff is worth it: action learning leadership data tells that employees who feel their development is genuinely valued are more engaged, committed, and motivated to contribute at a higher level.

Implications for Employee Engagement: Improve Career Development Discussions

Many factors influence employee engagement and retention, but two stand out as particularly powerful levers when discussing an employee’s career trajectory:

• Feeling Valued
• Job Satisfaction

Both directly impact performance. Our research, drawing on assessments of workplace culture and surveys of over half a million employees across more than 5,000 organizations annually, shows that engaged employees are more than 40% more productive and effective than their disengaged peers. For managers, focusing on these areas is a critical driver of both individual and organizational success.

Feeling Valued
An employee’s sense of being valued is a key driver of engagement. Managers play a critical role in shaping this perception — from investing in development and offering fair compensation to fostering a workplace culture that genuinely prioritizes people. When employees see that the organization is committed to their growth and well-being, their engagement naturally strengthens.

Job Satisfaction
Job satisfaction stems from the intrinsic rewards an employee experiences in their role. Does the work challenge them, leverage their unique strengths, and align with their long-term career goals? When these elements are present, employees are not only happier but also more likely to be fully engaged, motivated, and productive.

Maximize the Effectiveness of Career Conversations
Here are four tips to improve career development discussions from a recent career development workshop for managers:

1. Be Specific
   Broad questions often produce vague answers. To uncover what truly motivates your employees, focus on targeted, concrete inquiries. For example:
   • • What aspects of your current role excite or challenge you the most?
     • Would you like more opportunities to engage in this kind of work?
     • Where within the organization do you see potential opportunities to pursue this type of work?

   Specific questions like these help managers identify meaningful growth paths and align employee strengths with organizational needs.

2. Talk About Opportunities for Growth
   Focus on concrete ways employees can develop and advance in their roles. Consider questions such as:
   • • Would a mentor or coach help support their growth?
     • Are there development programs that could accelerate their career trajectory?
     • Would taking on different projects or a job rotation provide valuable experience?

   Framing growth opportunities in this way helps employees see a clear path forward and reinforces that the organization is invested in their long-term success.

3. Set Clear and Meaningful Goals
   Collaborate with employees to define short-term, achievable goals that build toward their long-term aspirations. For instance, if someone wants to enhance their presentation skills to confidently address executives, break the plan into concrete milestones:
   • • First three months: Participate in a presentation skills program emphasizing both content and delivery, with ample practice opportunities.
     • Next six months: Deliver team presentations on two distinct topics to gain experience and feedback.
     • By the end of the year: Give a 15-minute presentation to senior managers on a topic of interest, demonstrating growth and readiness for higher-stakes communication.

   Setting goals this way provides a clear roadmap, keeps progress tangible, and reinforces a sense of purpose and achievement.

4. Check in on Progress Regularly
   Career development discussions are not a one-time event. As a people manager, your role is to stay actively connected, monitor progress, and support the achievement of agreed-upon goals. Provide guidance, offer advice, and recognize milestones along the way — celebrating wins reinforces progress and keeps motivation high.

The Bottom Line
Do you truly understand what each team member aspires to achieve in their career — and why it matters to them? The more clearly you grasp their goals and actively support their progress, the higher their engagement, productivity, and growth — and the more effective you become as a manager.

To learn more about how to improve employee engagement, download 6 Practical Manager Strategies to Move the Engagement Needle