Career Development Frameworks

We know… ‘framework’ sounds like a corporate buzzword. Granted, while it may be jargon-y, a career development framework is an important document.

It details key duties and responsibilities – including the skills, knowledge, and experience required for each role. It can provide insight into desired behaviours and necessary training, development and/or professional accreditations and qualifications.

It helps identify those that want to progress in their careers; those who wish to become ‘subject matter experts’ and those who wish to become managers.

It’s also a useful tool for your managers to utilise in discussions during development reviews and annual appraisals, not to mention useful when assigning projects, matching skills to assignments or recruiting new staff.

Honestly, not for every business and whether or not it’s important for your business is the first thing we’ll work out with you.

A career development framework is important for businesses who find that people leave after 2 or 3 years because they can’t see what their future could look like and where this staff turnover is problematic.

Now for some businesses, people only staying for 2 to 3 years is the right thing. They feel that the business benefits from the staff turnover as it means new people are joining and bringing new ideas and experiences with them. However, for many businesses this level of staff turnover is expensive, disruptive and detrimental to growth plans as they spend all of their time recruiting.

Having a career development framework in place means that people know how their career can develop with your business and they know what they need to do in order to progress. It means that rather than having to look externally for their next step, they can stay with your business and progress there.