Career Conversations currently on hold for review
The university is conducting a review of Career Conversions to clarify the process for performance feedback across the university. As a result, the Career Conversions period will not occur during its typical April-June timeframe. Please plan for this process in August-October. More details will be shared in the coming months.
Career Conversations are a valuable tool to create actionable strategies that will help motivate, develop, and retain your team.
You play a significant role in your staff's job satisfaction and engagement levels. Don’t underestimate the effect your critical guidance and input has on your team members’ growth and success.
Taking the time to truly listen to your team member’s goals and aspirations and coaching them with meaningful feedback will cultivate trust and boost employee engagement and productivity.
Benefits of Career Conversations:
- Puts focus on your employee’s future with the university
- Highlights and recognizes what your team accomplished in the past 12 months
- Frames conversations around skills your team members want to learn and develop as part of their growth plan
- Identifies how you can support your team in meeting their goals.
Coaching and Career Development Resources
LinkedIn Learning: Career Growth Resources
LinkedIn Learning has created a resource collection to help you create professional goals and career development strategies. These videos can help managers support their team development.
Career Coaching with the GROW Framework
The GROW model is an effective framework in which a coach or supervisor asks focused questions to help their client or employee clearly define goals and develop an action plan to move forward.
Communication Skills for Supervisors
This collection of LinkedIn Learning courses can help supervisors navigate common challenges in providing constructive feedback and fostering employee career advancement.
Frequently Asked Questions
All university staff should engage in career planning with their supervisors.
The formal Career Conversations process should be completed with staff who have been in their role for at least six months. That provides enough time for the staff member to understand their position well enough to strategically plan for the future.
Prior to six months, supervisors and their staff should engage in regular feedback about job expectations and success as part of the onboarding process.
- Better performance and higher productivity
- Stronger teams and work groups
- More trust and a culture of positive change
- Greater job satisfaction and engagement
- Early signs of performance challenges
Supervisors should be honest and share their perspective throughout the year. Staff members should not be surprised by comments during the Career Conversations process. However, supervisors may note any disagreements in writing or invite the staff member to revise their content based on the discussion.