AxTenk Blog

The Learning Assignment: A Key Enrichment Challenge
Many employees feel satisfied that their jobs are getting better when they can learn or improve a skill. Once you identify a skill, develop the employee on this job enrichment ladder:

LEVEL 1. Conscious Observation.
Identify subject expert for an employee to closely observe and learn—act as coach/mentor who perform the particular skill exceptionally well. Discuss what your employee learned or thinks could be done better or differently (for example, after observe someone who is a superb web designer).

LEVEL 2. Selected Participation.
Give the employee an opportunity to take a well-defined but limited role using a new skill. Make sure the employee has the opportunity to start without feeling overwhelmed. Again, providing constructive feedback is essential.

LEVEL 3. Key Responsibility.
Give your employee primary project responsibility that requires full use of a new skill or competency. Choose a project that has visibility and accountability. Provide feedback at the end of the assignment, or ask an expert to do it. Intervene only when necessary.

Career Discussion Do’s and Don’ts

Here are the Don’ts:

Recognize Their Talents
• Don’t assume your employees for granted.
• Don’t interrogate — investigate instead.
• Don’t tell them just what to do—listen for what they aspire to do and reason why they can do better.

Offer Your Perspective
• Don’t say untruthful things just to avoid confrontation.
• Don’t just focus on performance feedback alone—complement with developmental feedback.
• Don’t emphasize on weaknesses only. Offer balanced perspective and capitalize on strengths as well.

Discuss Trends
• Don’t underestimate the impact of constant, progressive change on employees’ learning and development.
• Don’t avoid talking about an unpredictable, disrupting future.
• Don’t ignore the importance of how company culture can affect careers.

Discover Multiple Options
• Don’t let them pursue vertical career moves only. Explore possible Horizontal moves also.
• Don’t over promises and under deliver.
• Don’t forget to give several possible outcomes.

Action Plan
• Don’t use training alone for development program.
• Don’t avoid of recommending external sources from your department.
• Don’t ignore the current assignment as a practice field.

Career Discussion Do’s and Don’ts

Here are the Do’s:
Recognize Their Talents
• Do understand  individuals out and find out what makes them interested.
• Do give positive encouragement, nurturing and support.
• Do ask open-ended, probing questions, using words like what, who, where, why and when.

Offer Your Perspective
• Do ask individuals to assess themselves and ask others for their opinions.
• Do give specific, concrete, positive feedback with examples.
• Do clarify organizational standards and expectations.

Discuss Trends
• Do provide information on organization vision & mission, industry, and professional trends.
• Do allow talented individuals to access and expand into your network.
• Do discuss your insight on how current opportunities and challenges may affect their careers.

Discover Multiple Options
• Do discuss multiple, SMART career goals.
• Do encourage individuals to envision their future and realize their dream.
• Do help set individual goals that are aligned with organization and business needs.

Action Plan
• Do suggest available resources and job activities.
• Do get individuals to commit and take action.
• Do empower them to help strengthen and improve their plans.