Importance Of Career Development Opportunities

Most companies underestimate the power of focused career development programs in retaining women in sales. But here's the truth we can't ignore: Career development isn't just a perk; it's a necessity, especially for women in the competitive sales world. Why is this so critical? 1. Growth Equals Engagement: When women see a clear path for growth and advancement, their engagement skyrockets. They're not just working a job; they're building a career. 2. Skill Enhancement: Sales is evolving. Continuous learning is key. Women who are equipped with the latest skills and knowledge are not only more effective but also more likely to stay. 3. Mentorship Matters: Having role models and mentors in leadership positions shows women in sales that their aspirations are achievable. It's about seeing a future for themselves within the company. 4. Recognition and Reward: Tailored career development recognizes and rewards the unique contributions of women in sales. It sends a powerful message: 'We value you, and we're invested in your success.' Let's shift our perspective. Let's invest in career development programs that acknowledge women's unique challenges and aspirations in sales. The result? A more motivated, committed, and diverse sales force, ready to drive our businesses forward. If you're serious about attracting, hiring, developing, and retaining women in sales, inbox me. I'm here to help. #WomenSellBetter #WomenInSales #InvestInWomen

Do you remember the conversation that convinced you to accept your current role? Your hiring manager likely described expectations, why they wanted to hire you specifically, and the vision for your growth and development. You learned how they believed in you and what they felt you would bring to the role. The conversation left you feeling valued, supported, understood, and seen. Your acceptance was a direct result of buying into this vision described for you. Now imagine that your year-end performance management conversation had the same tone. Instead of 5 minutes discussing strengths and 45 minutes focused on development areas, what if your leader set out to rehire you in the conversation? Not just looking backward, but describing your opportunities for growth and development, laying out the path forward, and what you would bring to the work. Your year-end conversations should focus on three things: 1️⃣ Reflect on the past year 2️⃣ Help the employee understand their value and impact 3️⃣ Rehire the employee Rehiring your employees is one of the strongest retention tools leaders have. It requires a different type of conversation: ➡️ Ask the employee to share what they are most proud of, and how they are interested in growing and developing. ➡️ Highlight key successes and ask them their approach that resulted in the success. ➡️ Ask, "What was your best day at work this year and how can we create more of them?" ➡️ Detail what the employee does well, what you value about them, and what they should continue doing. ➡️ Inquire how the employee can grow and contribute their strengths more. ➡️ Review development (previously discussed in check-in conversations), discuss progress, and what help they need. ➡️ Discuss opportunities for growth in the current role, through projects, or in future roles. ➡️ Rehire the employee. Make the case for why the employee has continued growth, opportunity, and value in this role and/or with the company and why you need them. Don't check the box on these conversations. Setting your intention and preparing to rehire your employee can turn a bad conversation into a great one.

Rejecting internal candidates without a clear development plan can be demoralizing. When an internal candidate takes the leap to interview for a new role, they’re showing ambition, drive, and a desire to grow within the company. Let's use this opportunity to support their career development. Here’s how we can make a positive impact: 1. Transparent Feedback ↳Provide detailed, constructive feedback. ↳Highlight their strengths and the areas they need to develop to be successful in future opportunities. 2. Personalized Development Plan ↳Collaborate with them to create a tailored development plan. ↳This could include training, mentorship, or project assignments that align with their career goals. 3. Regular Check-ins ↳Schedule periodic meetings to review progress, offer support, and adjust the plan as needed. ↳Celebrate their milestones and achievements along the way. 4. Encourage Continuous Learning ↳Recommend relevant courses, workshops, and resources. ↳Foster a culture of continuous improvement and learning. 5. Mentorship and Networking ↳Connect them with mentors and encourage them to build their network within the company. ↳These relationships can provide guidance, support, and new opportunities. Investing in our internal team members strengthens our team and the company as a whole. What else would you add? ♻️ Repost this if you agree ➕ Follow Anna Chernyshova for more posts like this

Managers: If you’re not having career development conversations with your team, you’re missing the point. It’s not a “check-the-box” activity. It’s not just about promotions. It’s not a once-a-year performance review. Career conversations are where trust is built, ambition is unlocked, and retention is earned. No one wants to feel like they’re doing reps on a treadmill with no destination. 💥 When employees don’t know what they’re working toward, they disengage. 💥 When they don’t feel seen beyond their current role, they start looking elsewhere. 💥 When growth feels vague or out of reach, they stop pushing. Some easy questions to ask: ➡️ What excites you about the future? ➡️ What do you want to learn next? ➡️ Where do you want to grow and how can I help? The best part? These convos don’t need a slide deck. You don’t need to have all the answers. They just need intent. If you haven’t had one lately, schedule one next quarter and watch what happens 😉

The "war for talent" continues, but many companies are stuck using the same hiring and retention strategies they've relied on for decades. These methods might keep employees a bit longer, but they still leave. Why? Because it's not just about perks or compensation—it's about the experience. A recent, thought-provoking Harvard Business Review article by Ethan Bernstein, Michael Horn and Bob Moesta suggests that employees crave meaningful work, to feel valued, trusted, and have room to grow. After studying job switchers for 15 years, they identified four key reasons for why employees leave: 1. Get out: They're in a toxic environment or feel stuck in a role that doesn’t align with their strengths. 2. Regain control: They need more flexibility or predictability in their work-life balance. 3. Regain alignment: They’re seeking a job where their skills and talents are fully utilized and appreciated. 4. Take the next step: They’re ready for growth and new responsibilities after reaching a milestone. So what can leaders do to create the experiences people actually need? Here are three specific strategies the article suggests: (a) Interview people early: Don't wait until employees are leaving. Have regular, meaningful conversations about their career goals and motivations. (b) Develop “shadow” job descriptions: Go beyond vague or outdated job descriptions—focus on the real day-to-day tasks and experiences that make the role fulfilling. (c) Collaborate with HR: Work with HR to design roles that align both the organization's needs and the employee's personal growth goals. By addressing these deeper factors, companies can reduce costly turnover and build workplaces where people thrive and want to stay. How is your organization aligning employee experience with retention strategies? #leadership #talentdevelopment #employeeexperience #retention #growth #workplaceculture https://lnkd.in/dJzU2aTm

Why do your best people keep walking out the door? According to McKinsey, it's not just about money. After decades in executive recruiting and talent management, I've witnessed how overlooked factors drive talent away - often unnecessarily. Here's what's shocking: 94% of employees would stay longer if companies invested in their growth. Yet many leaders still treat development as optional. In this video, I share the top 5 reasons people quit - and practical solutions for both leaders and employees to create workplaces worth staying in. I even share a case study from my time at Google, where we retained 70% of leaders by helping them spot opportunities they didn't know existed. Whether you're managing a team or thinking about your next move, this conversation is about creating positive change from wherever you are. Watch now on YT to learn why people really leave, and more importantly, what you can do about it. https://lnkd.in/gfQwTvXt #TalentRetention #LeadershipGrowth #CareerDevelopment #WorkplaceCulture #EmployeeEngagement

67% of employees say they’d stay with our company longer... if we offered clear career plans. This stat stops me in my tracks every time.2 OUT OF 3!!! Because it's not just a number—it's a flashing red light. Nearly 7 out of 10 employees say, “Show me my future here, or I’ll build it somewhere else.” I’ve talked with dozens of leaders who thought people were leaving for money, perks, or ping-pong tables. They're not. They're leaving because they don’t see a path. Career Mapping changes that. At Lattitude, we’ve built a solution that: • Makes growth pathways visible and actionable • Helps managers lead with clarity, not guesswork • Gives employees a compelling reason to stay and grow *with* you This isn’t about keeping people longer just for the sake of it—it’s about creating a culture where people can see themselves thriving. Retention doesn’t start with HR. It begins with clarity. #Pathfinders #CareerMap #PersonalBoardofAdvisors Pathfinders (the book) #Retention #EmployeeReferral