How to Set Your Career Advancement Goals

COVID-19 has impacted many workers’ careers and career planning.  Nevertheless, it’s still a fact that continuous learning and development are important to your career advancement goals and growth, particularly if you want to transition into a new role or get a promotion.

A Sharp Corporation survey found that 63% of workers under the age of 30 feel that opportunities for upskilling had become more important to them during the pandemic. Yet with many companies cutting budgets, you might be less likely to enter your employer’s formal training.

Career Advancement Goals Example

However, you don’t have to wait for in-house training.  You can set your own development goals and create a strategy to ensure you achieve them.

Outline What You Want to Achieve

Having a clear idea of what you want to achieve will make it easier to lay out how you are going to get there, so begin with your end goal in mind and work backwards from there.

Then you can outline what steps you must take to accomplish these goals. Are there any skills you’ll need to acquire first? Is there something specific where you’ll require more experience? Will you need a professional certification?

Examine Your Recent Performance

Unsure of what you’ll need to work on?   Reviewing your recent performance will help you target what areas could use an upgrade.

If your employer holds regular performance reviews, you should be able to find everything you need in your last one. If your firm doesn’t hold performance reviews, you might want to ask your supervisor if there’s anything that they think you could improve upon.

Don’t be discouraged if there are multiple areas that you need to improve upon but be realistic about what you can achieve immediately and prioritize the things that matter most to you.

Set SMART Goals

If your objectives aren’t focused, then it will be very difficult to come up with an action plan and your to-do list will be challenging. Get organized by using the SMART method to define your goals. This means they should be:

Specific: Any goal you set should be specific. This means you need to know what you want to accomplish, what you need to do to complete the task and what resources you will need.

Measurable: You should be able to track your progress by some measurement. This will let you to see how far you have come and keep you focused on what you still need to do.

Achievable: Your goal must be realistic. Setting a goal that is impossible to complete, no matter how much you would like it to be, is setting yourself up to fail.

Relevant: Your goal should be something you care about and be relevant to your long-term plan.

Time-bound: Your goal should have a deadline because this will give you a time frame to work within and keep you focused on the task. Just be careful to allocate yourself enough time when you set your deadline.

Develop A Strategy for Reaching Each of Your Career Advancement Goals

Breaking down your goals into smaller, individual tasks will make things more manageable and realistic. Once you complete a task you can check it off your list.  This will give you a sense of achievement along the way and continue to motivate you.

Reserve Time to Work on Your Goals

No matter what your goals are, you’ll need to make some time in your schedule to put in the work. How you do this will depend on what time of day you feel you can focus most.

For some, getting up an hour earlier in the morning and getting some work done before you start your job might be ideal. Others might prefer to use their lunch break or take some time in the evening.

You might find you have to sacrifice an hour or two of personal time, but it will all be worth it once you accomplish your goal.

Regularly Check Your Progress

Set up a weekly or monthly reminder to review how you are progressing with your career advancement goals. Take stock of how things are going and how much progress you’ve made. If you feel that you’ve gone off track or have had to slow down your pace, go back to your plan and come up with a strategy for getting yourself back on track.

Flexicrew Support

Flexicrew prides itself in working with candidates to set their goals and to find opportunities that fit their career path.  Why not contact us and get some help with your career advancement goals Today.

Five Ways to Get Employee Feedback During and After a Training Program

Firms spend a lot of time and money creating employee training programs.  They need to ensure that the training pays off – meets the company objectives.  To do this there must be assessments post-training.  But this can be too late if trainees haven’t already accomplished the right end result.  To improve training, it’s wise to obtain the input from experts – the trainees themselves during the training sessions.

Here are 5 ways to get employee feedback during and after a training program:

1. Get Input Early In the Process

When you review the day’s training, ask evaluation questions. Ask students how they feel about the previously taught task. Can they perform those same tasks on-the-job with minimal or no supervision? Utilize that time to get trainees to input before starting the actual tasks. This does not need to be a complex process. Online surveying tools make it possible to poll your class quickly, and with minimal expense. To do this effectively, it’s important to be laser-focused on what you want to find out. It’s more instructive to ask just a few well thought-out questions that allow for optional free-response than twenty multiple choice questions that confirm existing biases. Remember the survey has to be short and to the point.

2. Mix it up

Some of the best insights can arise when you put people from different departments in the same room for an informal focus group. Again, this doesn’t need to be complicated or expensive. Give out a surprise memento or souvenir of the class that will draw-in the trainees. When purchasing a souvenir, you should consider trainee preferences. Don’t end up offering something which will confuse or not interest your audience. Have some short fun moment with them and then embark on your training.

Single out their spokesperson (moderator) because trainees listen to their peers. You need to find their unofficial team leader and try to create good interaction with that person. This is the easiest way to conduct training especially when  you are dealing with a disinterested or even obstinate crowd. The quickest path to get feedback is to use the moderator to give instruction and the solution to the task; gather feedback from the trainees through their leader.

3. Engage a Task Force

When you want to really understand what’s working – and what’s not – a task force is also an alternative.  Try using this approach when the first two methods don’t accomplish a direct line to hearing what’s top-of-mind for your students. Chances are a task team’s one-on-one conversations with trainees in the workplace will be able to provide concrete insights that otherwise might be missed. In addition, getting your task team’s input is a good means of adoption and ownership of full control of the classroom. A task force might consist of the manager, supervisor or any key senior employee. Even the most disruptive worker cares for the job and whenever a superior from the organization walks into their training, they get serious; that is the right time to ask all the questions.

4. Go to the Front Lines

In addition to using your task force, don’t forget to discuss with your trainees their need for support. You should not be portrayed as an impediment to their proficiency. Someone who doesn’t care about them. Try to win them over and be in sync with their preferred means of support. After you have achieved your day’s objectives, let them go early. Trainees need down time. Avoid tiresome activities and boring lessons. Trying to keep the employees active as long as possible for the sake of fulfilling a time schedule is futile.

5. Don’t Over-complicate It

Getting this feedback doesn’t need to be complicated. Create a focus group, a case study which is an easy way to collect suggestions and feedback directly. By going right to the source, you’re not only going to get valuable input and data, but you’re also involving your people in solving the problem or learning the process being trained.

If you would like some complimentary advice on the effectiveness of your training session or  the responsiveness of your participants, contact Flexicrew today.

9 Training Tips to Improve Employee Performance

When a company performs a quality training  follow-up process, that is when they will realize whether the employee mastered the skills being taught.

Here are nine tips and guidelines that a trainer needs to examine while training transferrable skill in a classroom.

1. Trainer – Supervisor Connection

Create a good connection with the supervisor in charge of your trainee to ensure that the workers who attend the training session have chances to apply the new skills. For instance, if employees attend training with the main goal of running an effective meeting, then each individual must plan and play a part on how to run a meeting during the training. Frequent practice makes perfect; therefore, trainees deserve the opportunity to practice their learned skills quickly during the training session.

 

2. Trainee Involvement

The persons in charge of training employees and supervisor are expected to master the learning curve. Clearly, learning is a continuous cycle which has to be exercised frequently. If the trainee stays out of service for quite a while, then he or she might not be able to perform the new skill adequately. Learning is involved and every attempt to practice the trained skills is highly rewarding.

 

3. Training Objectives

In the classroom session, just before they leave for workshop practice, insist on the objectives of the training. Emphasize the merits of having the training session. Enable the employee to participate in establishing the goals. The system helps create accountability for follow-up and learning. Employee training attitude will shift to positive and hence, no more struggle because the learners already understand the significance of the program.

 

4. Necessary Additional Training

The trainee should work with his/her supervisor to plan additional needed training or coaching based on applying the learned skill on the real task. Both the trainer and supervisor should have two-way feedback, formally or informally, can help the individual assess progress and needed assistance.

 

5. Testing

A test is a way of solving a given puzzle.  Testing of trainees during the process is the most crucial part of the training program. Testing should be formative and done after each objective of the trained has been taught.

 

6. Training Materials

The individuals attending the training program needs to make use of all of the training materials to reinforce their learning. As a trainer, you need to facilitate access. A trend in organizations and training that is exciting is that people attending employee training sessions are receiving books in addition to training materials. A good example is a health care center; tapes from a national conference were viewed during work time by all members of the organization. An old-fashioned popcorn machine provided a positive incentive for people to feel good about attending the employee training sessions.

 

7. Role Play

One of the most effective methods for reinforcing learning is to establish a ‘role play’ method of training within a workshop.  Every person who attends employee training has to act as the training objectives states, sharing ideas through ‘role play’ training method and learning techniques, upon their return. This is the best way to make sure that every trainee spends time understanding and practicing with available material. One of the best measures of learning is the ability to teach others.

 

8. Training the Supervisor

Supervising staff should also be offered a follow-up lesson. Training staff can provide these as part of the training materials and can co-facilitate until the supervisor is comfortable doing employee training. The goal is to encourage supervisors and coworkers to train each other.

 

9. Support after Training

A follow-up of the trained individual is encouraged to form a small informal support group where they can encourage one another. Assigning a training partner at the session is also useful for fully engaging a particular skill or type of behavior

Resources

Contact Flexicrew and we will expertly guide your organization towards optimal performance through employee training

Ask the Flexpert…What’s the Importance of Training and Development?

The importance of training programs to employees and the employers is exhibited in eight different ways:

Improved employee performance

The employee who has undergone thorough training has necessary skills, knowledge, and abilities to perform his/ her task better.  A skilled and confident employee will embrace his/her employer based on overall production.

Employee satisfaction

The company shows appreciation to its staff and thus employees feel valued and motivated.

Addressing weaknesses

Workers have varied abilities, skills, and knowledge. This is why teamwork is emphasized most in team building exercises. This training also creates a valuable connection between employees.

Consistency

Equips the employees with enough competencies and experience. The consistency results in enhanced performance.

Increased productivity and quality

If the workforce is motivated there is an observable growth rate in productivity and encourages the company to implement more training courses.

Increased innovation

The workforce needs training in order to fit in with the rapidly trending automation advances in every market.

Reduced employee turnover

Employees who are trained on how to operate and maintain modern industrial equipment and systems are likely to feel valued if investments are made in their career and less likely to leave employers who value them.

Enhances company reputation and profile

Helps to develop an employer’s brand and makes a company a prime consideration for graduates and mid-career changes.

So training and development offer both employers and employees with advantages that make the time and cost a valuable investment.

Call on Flexicrew to get some useful ideas how training and development are worthwhile for you to implement.