Map employee strengths and needs to well-structured individual development plans that have defined endpoints and outcomes. A strong retention strategy includes multi-year career planning and paths. In Accounting, for example, a typical career path might look like this: Staff Accountant > Senior Accountant > Accounting Supervisor > Accounting Manager. Identify With your workforce engaged and a retention strategy and career development framework in place, the next step is to encourage regular career conversations between managers and direct reports. These conversations should begin with identifying areas of interest, strengths, and challenges. What do your employees want to learn? Where do they need help? What resources are required? What is the best learning format for each individual: mentoring, online learning, and/or coaching? Where can each person make the greatest impact in the organization? Develop Invest in personal and professional development resources. There are countless online learning programs and platforms, as well as digital collaboration tools. Due diligence in researching and vetting is essential in finding the one(s) that best fits your organizational and individual needs.
20 Financial Salary Guide & Employment Outlook 2023
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