Here’s a 5-step conversation where a frontline manager helps an employee explore opportunities for career growth. The manager encourages the employee to think about their strengths and goals, provides guidance on development opportunities, and sets up a clear action plan. This approach supports the employee’s growth while ensuring they feel encouraged and supported throughout the process.
Step 1: Opening the Conversation with Curiosity and Support
Manager: “Hi [Employee’s Name]. I wanted to take some time to talk about your career goals and where you’d like to go within the company. I know you’ve been doing great work here, and I want to make sure you’re feeling supported in terms of growth and development. How do you feel about where you are now, and have you thought about where you’d like to go?”
Employee: “Thank you for bringing this up. I’ve been thinking a bit about my future here, but I’m not sure what my options are or what steps I should be taking.”
Step 2: Encouraging the Employee to Share Their Interests and Goals
Manager: “That’s understandable—it can be hard to know where to start. Let’s talk about what interests you most. Are there specific areas or roles you’re curious about or skills you’d like to develop? Even if it’s just a general direction, that can help us start to create a plan.”
Employee: “I really enjoy working with customers, and feel it’s one of my biggest strengths. I think I’d like to develop more skills in customer relations. I’m also interested in possibly moving into a supervisory role someday.”
Step 3: Suggesting Development Opportunities and Resources
Manager: “Those are great goals, and I think you’d be well-suited for a supervisory path. To start building those skills, there are a few things we could focus on. For example, we could look at giving you more opportunities to take the lead on customer issues or shadowing some of our team leads. We also have some training resources on customer management and leadership—would you be interested in exploring those?”
Employee: “Yes, that sounds really helpful. I’d definitely like to learn more about handling complex customer situations and to see what goes into team leadership.”
Step 4: Creating a Plan and Setting Actionable Steps
Manager: “Great. Let’s set up a plan. We could start with a weekly or biweekly shadowing session with one of our team leads. I’ll also assign you some additional responsibilities, like handling escalated customer cases. And in the meantime, I’ll get you access to our training materials. How does that sound as a starting point?”
Employee: “That sounds perfect. I think getting hands-on experience will really help me understand what’s involved.”
Step 5: Reinforcing Ongoing Support and Setting Checkpoints
Manager: “I’m glad to hear that! I’m excited to support you on this path. Let’s plan to check in regularly—maybe once a month?—to see how you’re feeling and adjust as needed. Remember, I’m here to help you every step of the way, so don’t hesitate to reach out if you have questions or need additional support.”
Employee: “Thank you so much. I feel much more confident about taking these steps now. I’m excited to get started!”