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4 ways for HR Business Partners to persuade their business units to participate in career conversation programs

Updated: 6 days ago

It is never easy to add on an additional request.


Let’s face it. Naturally, behaviours of people gravitate towards KPIs. Asking them to take on something out of their scope will likely get a “push-back.”


If KPI includes career conversations, employees will likely turn diplomatic, narrating the nice, broad stuff instead. They fear saying the wrong things that will act against their promotion and career prospects. 


Meaningful career conversations help to uncover deeper information for HR and the Line Managers. Then, both parties will know where to push the right buttons to increase specific performance for each of them, especially in nurturing the potential talent.


So where does this take us?


Here are 4 creative ways for HRBPs (HR Business Partners) to consider:



Gamification


Young talent loves fun. Adults need little sparks in their work routine.

Think about using recognition eCards and points to reward the right behaviours.


For example - Line Manager, John wins the “Best Career Conversationalist” award in June. He exemplifies the 3Rs in the career conversations in June. 

3Rs refer to “respect, reframe, reignite”. 


As such, John gets 50 points to redeem for FairPrice grocery vouchers. 


HRs can also weave in one of their organization’s values. This will subtly remind their employees in a fun way. 


Will this take up lots of time? 


My answer to this is a “No.” There are low-cost, recognition tools available in the market that are tech-enabled and automated.


Appoint Champions


Social selling is a powerful way to reap results. Just look at how livestreaming works. Same products but yield tremendous sales outcomes.


Likewise, send out a mailer to ask for volunteers to be champions. To create a sense of urgency, launch a limited-time offer – i.e. the first 3 who raise their hand to be Champions will get a $20 FairPrice grocery voucher.


If cost is an issue, use non-monetary wins like an e-badge. Make it sound like a wall of fame for them to share on LinkedIn.  People feel proud affixing a badge to their name.


The role of champions is to nudge their peers to understand the intention and thereafter sign up for 1:1 time slots with their Line Managers. They spread the benefits of career conversations with their counterparts during lunch chit-chats.


If a handful sign up, you bet the rest will do so – FOMO effect!


Featured Post and Hall of Fame


If Lazada has an exciting banner on its landing page, why not develop an eye-popping visual in the company’s intranet? 


Celebrate wins for Line Managers who have demonstrated the right attributes and microskills for meaningful career conversations. 


Have a list of names on the virtual wall.

Recognize them.


The Manager who scores the most points wins and gets his avatar featured on the front page. A scoring system can be easily designed using a simple online questionnaire.


If you need help, feel free to check in with me.


Avoid asking your employees to submit written reports after the sessions. Few like to do extra work that is seen as bureaucratic and redundant.


Video Surprise


How about a launch commentary to surprise your employees? 


To develop the maximum effect, get one of your leadership teams to do a short 3-minute broadcast. While an email from the top helps, the voice top-down sends a message that it is OK to get into career conversations during 1:1 check-ins.


Refreshing to see your management go beyond corporate-speak.


Again, does it take a lot of effort to do so? 


I am sure a brief video recording and editing can be done easily through mobile in less than thirty minutes.


Conclusion


Career conversations are critical within an organization to engage your employees. People love to be heard in their career objectives. 


Benefits include higher employee retention to knowing where to place your people in the right positions. What you need is the right conditions for the program to thrive.  Try it and you may be amazed by the results.


Ken is a Private Career Counsellor and Certified Practitioner, helping people find employment successes. I specialize in addressing career issues and workplace challenges - e.g., burnout, job mismatch and a lack of fulfilment.


On a corporate level, I help HR professionals in organizations develop talent development best practices using evidence-based career management models.


If you need a 1:1 chat, feel free to book-in a free 45 minutes consultation.


Find out more about career counselling at www.careergowhere.com 

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