One of the consistent themes I’m often faced with regarding talent development is that of ‘core’ employees with low aspirations on their career development.
A particular profile is that of someone who may be a few years off retirement, very experienced in their role and performing well but may be resistant to change and/or further development.
Quite simply, their current job fits in with their current lifestyle, and their focus is on maintaining that for a set period until they move on.
It’s important to acknowledge people at this stage as it benefits both you as their manager and them in terms of their own job satisfaction and performance.
Here are 3 areas for you, as a people manager, to focus on:
Recognise the reality
“Let’s be open and honest about the future”
Transparency on both sides is the key to this stage. Take time to understand their current situation and aspirations. Show appreciation for the knowledge and experience they’ve accumulated over the years. Publicly or privately recognising their achievements can instil a sense of value.
Be clear on what you still need from them. Help them understand the impact of their performance on the team or organisation.
Focus on change
“Change is inevitable; we need to work through it together”
Take the time to listen to their concerns about change. Resistance may come from fear of the unknown or discomfort with learning new skills. Address these concerns with empathy. Frame changes in a way that aligns with what they care about. For example, if they value quality and precision, show how the change improves these outcomes.
Involve them in the change process by seeking their input on how the transition can be smoother. This helps them feel like they’re contributing to the solution rather than being sidelined. Could they be a ‘Champion for Change’?
Appeal to their legacy
“How do you want to be remembered?”
Highlight how their contributions can create a lasting impact on the company. Frame their experience as an asset by involving them in mentoring younger employees.
This can provide purpose and makes people feel their knowledge is still valuable in shaping the future of the organisation and leaving a legacy.
When you’re ready, there are 3 ways that we can work together
One-to-one coaching and mentoring – If you’re new to L&D and Talent management, or looking to take the next step in developing your career, then email me with the words ‘Talent Leader’ in the subject heading and let’s start the discussion on how we can reach your aspirations.
Leadership development – If you are an HR Director, Chief People Officer, or are responsible for leadership development in your organisation, I would love to share our process for creating the most engaging leadership development programmes on the planet. Email me with ‘Transformational Leadership’ in the subject line.
Aligned Talent – When the time is right, and you’re ready to work together to transform your Talent strategy, let’s set up a 45-minute discovery call to see if my approach is right for you.
