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Legions of employees are still trying to pursue a career ladder that no longer exists. They want to grow, but the tried-and-true strategies don't help them get far. In today's environment, leaders can help employees by making sure they are viable in the marketplace.

Help Employees Take Charge

The employees must step into the driver's seat and create their own career path. Nobody else can do this for them. There is definitely a time and place for career planning with employees. But the challenge with is that the plan can be obsolete before the employee walks out of the office.

Your job as a manager is to help employees recognize their talents. Talent has more equity than stock options or pensions in today's marketplace. Advise employees not to wait for the perfect job to use their talents. Ideally, employees contribute their talents everywhere they go. The best career opportunities are more likely to come when employees are doing what they love than from internal job postings.

Many employees don't know their value because they have never taken the time to recognize their impact. As a leader you can provide valuable information to employees on their impact. When you see the employees' talents in action, give them feedback on what you appreciate. Let them know the positive or even negative impact of their talents on the team and others.

Align Talents with Business Needs

Often the real work that needs to be done in an organization has no title or job description. More career opportunities lie inside the white spaces between functions, than within a job description. Encourage employees to consider ways to contribute to key initiatives and strategies. Talk openly with employees about the direction your organization is taking so they can rightfully assess where their talents fit in.

Take Initiative

Teach your employees to scan for relevant opportunities and encourage them to come to you with ideas. Help employees recognize high-need areas with big payback. Also alert them to projects that have low impact on the real priorities. But, most importantly, challenge employees to think about how their contribution can lower costs, improve efficiency and effectiveness, and increase customer satisfaction. When employees think this way they become more valuable in today's world.

Promote Networking

Encourage your employees to cross-fertilize with others. Suggest they volunteer to help out for an hour here or there in another department. They can also talk to colleagues at gatherings and find out what they're doing. Knowledge workers love to network. Allow employees to look outside their own department for cross-functional opportunities that might be there. There may be team members working on issues that are right up their alley.

Turn Frustration into Opportunity

Take note of what the employee complains about. Problems are fertile ground for employee contributions. Frustrations also reveal interests and problems the employee might want to do something about. Encourage employees to consider how they can apply their talent to critical areas and they'll be less frustrated.

Remove Barriers

Identify obstacles the employee might encounter. Secure support for the employee to move in new directions and take on an expanded role. The more critical to business needs the project is - the more likely the individual is to gain support for what they are proposing.

Advise Going the Extra Mile

"Why should I volunteer for more work?" the knowledge worker might ask. "I'm already putting in a full week and then some." The short answer is that doing the right work leads to jobs that are more right for you. When you're working on projects that interest you, you're going to have greater energy and enthusiasm. And you'll add significant value.

Don't Allow Laggards to Linger

An individual on your team may tell others he's sick of his job and he "really wants to be doing something else". But the individual doesn't take the actions necessary to change anything. Whether it's talking to another department or working on new project, the person doesn't take actions that will lead to a new position.

Over time, the desire for change can marinate in their mind. They just think about it for too long, and eventually give up. It's easy to get stuck in a rut. Until recently it was easier to "just stick it out for a few more months or years." But in the knowledge economy, low performers are won't be able to survive in most organizations. When employees don't make good decisions and stay on course, the decision is often made for them.

We're All Learning

We're all pioneers in this emerging, entrepreneur landscape. And we're barely one generation away from the compliant, obedient mandates of the past. No one is immune to the change. Leaders are struggling as much as employees to find their rightful spot. You can't promise knowledge workers upward mobility or job security. But you can help them be viable in today's marketplace.

Encourage individuals to take responsibility for their careers and align their talents with business needs. Help employees grow and develop in their specialty areas and compensate for weaknesses that impede progress. With a talent focus, everyone has the opportunity and responsibility to make a difference. Today, staying rooted in your strengths is the best development plan.

Topics

• Developing Employees