Ways to Foster Open Conversations About Career Aspirations

Your people want to grow… But you’re not listening. Employees crave development, not just feedback. Leaders miss the bigger picture: ↳ Skill gaps and ambitions. Otherwise, employees feel: 1. Unheard 2. Undervalued 3. Stuck Without growth, engagement drops. Turnover soars… You need more than feedback. You need an actionable strategy. Here’s how: 1. Use Structured Frameworks. - Standardized templates reduce personal biases. - Blend metrics with narratives for actionable insights. - Structured feedback eliminates guesswork. 2. Focus On Future Goals. - Set SMART goals to make development clear. - Shift feedback from past to forward-looking progress. - Align team growth with your company’s goals. 3. Listen To Employees' Voices. - Surveys uncover ambitions often left unspoken. - Safe spaces allow employees to share openly. - Listening fosters trust and deeper engagement. 4. Bridge The Gap For Future Success. - Use benchmarks to prioritize critical skill gaps. - Compare current skills to those your future requires. - Prepare employees today for tomorrow’s challenges. 5. Empower Growth Ownership. - Prompts like “Where do I excel?” spark reflection. - Encourage employees to own development paths. - Regular discussions keep growth consistent and visible. 6. Collaborate On Development Goals. - Build trust with safe, judgment-free feedback spaces. - Visualise their goals, showing progress and alignment. - Collaboration ensures both clarity and accountability. When growth is intentional, businesses succeed. Focus on development now to avoid turnover later. Invest in your people to future-proof your business. Follow Jonathan Raynor. Reshare to help others.

𝗛𝗼𝘄 𝗔𝗿𝗲 𝗬𝗼𝘂𝗿 𝗢𝗻𝗲-𝗼𝗻-𝗢𝗻𝗲𝘀? . . . 💫When you become a manager or leader, your responsibility shifts. Your role isn’t to maximize the potential for the work; it’s to maximize the potential of those around you.   💫Having one-on-one meetings is an excellent chance to have routine discussions about professional growth, and if conducted effectively, these regular check-ins can increase engagement, accomplishments, and employee retention. Additionally, one-on-ones serve as the basis for top-performing teams.   🚩Yet so few leaders fulfill this core responsibility, and no one should consider themselves a leader if they can’t commit time and effort to improve the abilities of their team members.   👉Recommendations for effective one-on-ones:   ✅Prepare Well: Go over previous notes or, if first time, request they fill out a survey with open-ended questions, complete an online tool to identify their strengths, or use other templates to gain some insight before the meeting.   ✅Proper Schedule: Ensure they have proper time to prepare and the meeting doesn’t conflict with a hectic or stressful time for them.   ✅Use Open Space: Sometimes, being away from the workplace can lighten the mood and improve the conversation.   ✅Set the Agenda Beforehand: Facilitate the conversation to stay on focus.   ✅Let the Team Member Lead: Don’t deliver a monologue; this approach isn’t very effective. Instead, let team members set the tone. Remember, it’s only about them!   ✅Encourage Self-Awareness: Help them become more introspective by asking the right questions.   ✅Be Open-Minded: Their view of their future may differ from what you think is best for them. Don’t let your experiences and biases overtake their passions and ambitions.   ✅Pay Attention to Their Well-Being: Team member well-being may not be tended to, which can impact their ability to consider signing up for a mentorship program or training opportunity.   ✅Build Trust: Managers must recognize their limitations and provide accurate information to build trust and connection with team members and create a supportive work environment.   ✅Be an Active Listener: Pay attention, ask questions, summarize, and ensure no distractions!   ✅Take Notes: Keeps track of the conversation for revisiting progress in the next session. But don’t violate the previous point! Write notes when appropriate or after the meeting so as not to distract.   ✅Revisit Previous Goals: Did the team member pursue mentorship or certification? How are you supporting?   ✅End on a Positive Note: Motivate them at the end of every meeting and pave the way for a positive working environment!   🔥It requires dedication and focus to initiate discussions on team member growth during one-on-one meetings. However, these personalized discussions are invaluable for creating customized learning and development plans that can significantly enhance and nurture talent!

Most leaders are missing the conversation that could save their top talent. Here’s a shocking truth: 45% of voluntary leavers said no one discussed their job satisfaction, performance, or future in the three months before they left. Think about that. Almost half of your people quietly leave without a single meaningful conversation. Why does this matter? Because exit interviews only tell half the story. By the time someone walks out the door, the opportunity to retain them is gone. And leaders? Most don’t even realize they’re ignoring these warning signs. 💡 Here’s what most leaders miss – and how you can fix it today: 12 Ways to Proactively Connect With Your Team 1️⃣ “How are you feeling about your current role?” ↳ Opens the door to honest feedback before dissatisfaction grows. 2️⃣ “What’s one thing that’s frustrating you right now?” ↳ Shows you care about day-to-day challenges. 3️⃣ “Where do you see yourself growing in the next 6-12 months?” ↳ Encourages career conversations before someone starts looking elsewhere. 4️⃣ “What resources or support would help you do your best work?” ↳ Removes barriers to productivity and engagement. 5️⃣ “Which accomplishments this month are you proud of?” ↳ Recognizes contributions and reinforces self-worth. 6️⃣ “Are you feeling stretched too thin or underutilized?” ↳ Identifies workload issues early. 7️⃣ “Is there a project or skill you’d like to take on?” ↳ Encourages professional development and motivation. 8️⃣ “How can I be a better manager for you?” ↳ Signals accountability and openness to feedback. 9️⃣ “What do you enjoy most about working here?” ↳ Reinforces engagement by highlighting positives. 🔟 “Are there any obstacles keeping you from achieving your goals?” ↳ Focuses on problem-solving rather than blaming. 1️⃣1️⃣ “Do you feel your work is making an impact?” ↳ Strengthens purpose and alignment with organizational goals. 1️⃣2️⃣ “Is there anything we can do to make your role more satisfying?” ↳ Ensures leaders proactively address retention risks. ✅ Implementation Tip: Schedule these check-ins monthly or quarterly and track insights—don’t rely on luck or memory. These aren’t just “nice conversations,” they’re retention strategies in disguise. Your team is telling you how to keep them—but only if you ask. 💬 Question for leaders reading this: Which of these 12 questions will you commit to asking in the next week—and why? Share your plan below ⬇ 🔁 Bonus: Share this post with a colleague who manages a team—they’ll thank you later. _______ 👋 Hi, I’m Sharon Grossman! I help organizations reduce turnover. ♻️ Repost to support your network. 🔔 Follow me for more leadership truth bombs