There are some cases when opportunities for change do not exist in an employee's current role and we need to look at other roles inside and outside the organisation. Solutions may be:
- Redesign the current job
- A new job with more responsibility and challenges (maybe even a promotion)
- Down-scale with fewer working hours or demands
- Sideways move to another area or regional location
- Study or leave without pay
From day one:
- Do thorough recruiting to make sure there is a good fit in the first place
- Consider doing career development as part of the induction process
- Utilise online career development tools for your people
- Create simple but clear job descriptions
- If you sense someone is not happy, move quickly to get to the bottom of it
- Do not stunt employee growth by keeping them in roles that they have outgrown
- In-house career development program
- Identify the skills individuals most love using and arrange for them to utilise these skills more in their current role
- Pay enough attention to make sure that your people are challenged appropriately
- Redesign the current job
- Increase the variety of tasks
- Create a new role with more responsibility and challenges (maybe even a promotion)
- Consider downscaling with fewer working hours or demands (especially for returning to work parents)
- Sideways move to another division or regional location
- Float the idea of taking a sabbatical, further study or leave without pay
- Understand or get career coaching
- Brainstorm new positive responsibilities that employees would like to undertake
- Identify people's ideal career vision for the next two to five years
- Review each employee's role every six months and see what can be done to make it more fulfilling
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