When you are a people manager, you must have a good pulse on your population whether you have 1 direct report or 15. While the optimal direct team size for maximum effectiveness of the manager and team is 5-8 people, you are responsible for your team. One of the most important things you can do for the long-term health of your team is to have regular career conversations with your direct reports. Not only is this motivating for your direct report as it shows you have a vested interest in their career advancement, but it also gives you an early warning sign if someone is not happy with his or her career trajectory so you can act.
Here are 5 tips for having career conversations with your direct reports:
- Find a time to speak 1-on-1 in private. Someone’s career aspirations are often personal and unique to their particular desires. Reassure your direct report that the conversation will be treated confidentially and may only be shared with Human Resources (HR) or upper management who might be able to help with career progression.
- Listen actively and ask open-ended questions that can lead to further discussion or potential opportunities. For example, “What does success look like for you in the next year or two?” or “Are there people in the company now that are in roles that interest you and what about their roles appeals to you?”
- Take notes and check-in from time-to-time. Don’t wait to have these career conversations only once a year at performance appraisal time. Have regular 1:1 syncs and ask if your direct report has any updates to their career aspirations that they would like to discuss.
- Ask for their feedback about you as their manager. You can ask questions such as “Are there things that you would like me to start or stop doing?” or “How can I help you further?”
- Be honest and constructive. If there are skills or experience gaps, offer opportunities for training, stretch projects, or mentorship.
Watch the Career Conversations tip video from The Wild West of Software Project Management series below.