Career Conversations - E-learning Module Now Live in EDGE
Supervisor's Guide to Career Conversations
This training walks you through the updated Career Conversations process, including the three-phase timeline, your responsibilities in each phase, and the new five-point rating scale. Complete it by July 31.
Through Career Conversations, you provide transparency, clarify expectations, and create actionable strategies to motivate, develop, and retain your team.
You play a significant role in your staff's job satisfaction, engagement, and understanding of their roles. Don’t underestimate the impact of your critical guidance and input on your team members’ performance, growth, and success.
Taking the time to provide transparent coaching and meaningful feedback while truly listening to your team member’s goals will cultivate trust and boost employee engagement and productivity.
Benefits of Career Conversations:
- Allows your staff to know where they stand
- Puts focus on your staff members' 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
Upcoming Trainings and Office Hours
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 someone 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
The Career Conversations process must be completed by staff who have been in their roles for at least 90 days. That provides enough time for the staff member to understand their position well enough to discuss performance and strategically plan for the future.
Prior to 90 days, 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.