Like many organisations, you will have benchmarks and KPIs that you track to measure the performance of individuals, departments and the organisation as a whole. We propose imbedding a similar process around career progression for staff.
By stating competencies that staff are measured on, you are not only highlighting the growth an employee can make in their current role, but also showing what you are taking into account when considering staff for a promotion. In short, this is about creating transparency around the areas employees will be measured on.
Structurally, you will remove any ambiguity around what it takes to progress to a future role, a common concern amongst employees who feel they can’t progress at an organisation. Not only that, but the metrics serve as a great way to measure the progress of someone in their current role as they become more accustomed to the organisation.
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Supporting staff who are struggling to progress…Having implemented competences to measure in-work progression, you will now be in a better position to support staff members who are struggling to progress into new roles. For example, some staff members may need additional support to develop certain skills, or support gaining necessary certification. Whatever the area(s) identified, the competencies on the previous page can be used to help a staff member develop internally.
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Monitoring role progressionOnce you have implemented changes, it is important to establish ways to monitor it over time. Playing an active role in measuring and monitoring employee growth allows you to continually assess the effectiveness of any changes you have made and make future adjustments.
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Data collectionContinue using the data you gather from employees to establish how successful the interventions and changes you have made. It is not about collecting more data, but using what you are gathering already
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Regular feedbackIt is important to routinely ask for staff views on the changes that have been made, and the impact on staff attitudes on progression and career development. Regular surveys that ask for staff feedback is a great way to gather this.
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Sub-committees / groupsWe encourage you to involve staff members from across the organisation in reviewing staff progression and mental health at your organisation. Create groups with the specific task of discussing and evaluating in-house progression.