Creating Opportunities for Tech Employee Growth

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.

Upskilling Strategies: Yesterday we looked at the Upskilling for business success and today we're going to look at customizing learning pathways for your Tech team. In today’s tech landscape, a one-size-fits-all approach to training just doesn’t work. To build a high-performing, future-ready tech team, upskilling programs need to be personalized and role-specific. 🔍 Start by assessing your team’s current skills: Use skills assessments, 360-degree feedback, and project performance reviews to understand the strengths and gaps within your tech teams. 🔑 Tailor learning pathways to meet the needs of specific roles within your organization. A few examples: ·       Cloud Engineers can benefit from certifications and training in platforms like AWS, Microsoft Azure, or Google Cloud. ·       DevOps Teams should focus on tools like Docker, Kubernetes, Jenkins, and CI/CD pipelines to streamline workflows and improve collaboration. ·       Cybersecurity Specialists need continuous learning in threat detection, encryption, and certifications like CISSP or CEH. ·       Software Developers could advance their skills in languages like Python or Java, or explore microservices and API development. 🎯 Personalization matters. When you align learning paths with individual roles and career goals, your team is more engaged and motivated, and the impact of upskilling is much greater. To create a successful upskilling strategy: ·       Set clear development goals based on current and future business needs. ·       Leverage e-learning platforms that offer customizable learning paths and assessments. ·       Encourage mentorship and peer learning to reinforce new skills within the team. ·       Investing in personalized learning paths doesn’t just future-proof your workforce—it drives innovation, improves retention, and keeps your tech teams agile and ready for the challenges ahead. Are your upskilling programs tailored to the unique needs of your tech team? #upskilling #personalizedlearning #techtrends #cloudengineering #DevOps #cybersecurity #continuouslearning #workforcedevelopment

Train your team to outgrow the job. Then give them a reason not to leave. People are your greatest asset, and smart leadership unlocks their potential. It empowers growth. It builds loyalty. It drives success. Here’s 9 ways to educate employees for growth while inspiring them to stay: 1/ Personalized Learning: Tailor Development to Their Goals → Assess skills and create custom training plans. → Align learning with their career aspirations. 💡 Leaders: Offer courses or certifications that match individual strengths. 2/ Mentorship Programs: Guide Their Journey → Pair employees with mentors who inspire and challenge. → Foster one-on-one connections for growth. 💡 Leaders: Match mentors and mentees based on shared goals and expertise. 3/ Continuous Feedback: Empower Through Clarity → Replace annual reviews with ongoing, real-time feedback. → Provide actionable insights to fuel improvement. 💡 Leaders: Schedule regular check-ins to discuss progress and goals. 4/ Skill-Building Workshops: Stay Ahead of Trends → Offer training in high-demand fields like leadership or tech. → Keep employees competitive in a fast-changing world. 💡 Leaders: Curate workshops based on industry trends and team needs. 5/ Career Path Transparency: Show Them the Future → Map out clear growth opportunities within the company. → Share potential roles and promotions openly. 💡 Leaders: Create visual career roadmaps to guide employee aspirations. 6/ Recognition Systems: Celebrate Their Wins → Acknowledge achievements publicly and consistently. → Highlight contributions to boost morale. 💡 Leaders: Set up monthly awards or shout-outs to honor standout work. 7/ Work-Life Balance: Value Their Well-Being → Offer flexible schedules and wellness programs. → Prioritize mental health to prevent burnout. 💡 Leaders: Encourage time off and model healthy work habits. 8/ Inclusive Culture: Make Everyone Feel Seen → Foster belonging through diversity and inclusion efforts. → Ensure all voices are heard and valued. 💡 Leaders: Host team discussions to address biases and build trust. 9/ Autonomy and Trust: Let Them Own Their Work → Empower employees to make decisions and innovate. → Provide resources to support their ideas. 💡 Leaders: Delegate meaningful projects to show confidence in their abilities. Educating employees to grow while valuing them to stay creates a culture of trust and excellence. Start leveraging these strategies to build a workforce that’s empowered to leave but inspired to stay. Share your thoughts in the comments below! _________________________ ♻️ Repost if your network needs these reminders. Follow Carolyn Healey for more real-world leadership insights.

Train People So They Can Leave. Treat Them So They Don’t Want To: The secret to retaining top talent in 2025: Most companies say they care about people. But the best companies prove it—every single day. Want to attract and keep high performers? 1. 𝗠𝗮𝗸𝗲 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗔 𝗛𝗮𝗯𝗶𝘁, 𝗡𝗼𝘁 𝗔 𝗛𝗶𝗽𝗽𝗶𝗲 𝗛𝗲𝗿𝗲-𝗧𝗼𝗱𝗮𝘆 𝗣𝗲𝗿𝗸 → 90% of learning happens on the job. → Create stretch opportunities, not just courses. The Fix: Rotate projects, encourage cross-functional learning, and reward those who grow. 2. 𝗧𝗿𝗮𝗶𝗻 𝗳𝗼𝗿 𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹, 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗣𝗿𝗲𝘀𝗲𝗻𝘁 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 → Today’s learner is tomorrow’s leader. → People thrive when you invest before they’re ready. The Fix: Build clear career pathways and leadership pipelines. 3. 𝗧𝗿𝗲𝗮𝘁 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 𝗔𝘀 𝗣𝗲𝗼𝗽𝗹𝗲, 𝗡𝗼𝘁 𝗣𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝗼𝗻 𝗨𝗻𝗶𝘁𝘀 → Respect is the #1 reason people stay or leave. → Free snacks can’t replace genuine care. The Fix: Listen. Recognize. Celebrate. Ask, “How can I support you?” 4. 𝗖𝗼𝗮𝗰𝗵 𝗜𝗻𝘀𝘁𝗲𝗮𝗱 𝗼𝗳 𝗖𝗼𝗻𝘁𝗿𝗼𝗹 → Micromanagement kills trust. → Great managers grow autonomy, not dependence. The Fix: Give ownership and guide, don’t dictate. 5. 𝗣𝗿𝗼𝘃𝗶𝗱𝗲 𝗣𝘂𝗿𝗽𝗼𝘀𝗲, 𝗡𝗼𝘁 𝗝𝘂𝘀𝘁 𝗣𝗮𝘆𝗰𝗵𝗲𝗰𝗸𝘀 → People want meaning, not just money. → If they can’t see the impact, they won’t stay long. The Fix: Align personal growth with company mission. Invest in your people like you want them to grow wings. Then build a culture that makes them want to stay grounded. What else would you add? Let me know in the comments below 👇 --- ♻️ Find this helpful? Repost for your network. ➕ Follow Dr Alexander Young for daily insights on productivity, leadership, and AI.