Connecting today’s actions and development efforts to the longer term aspirations bring awareness and motivation. Be sure to coach the employee in building a view on possible career paths, working on employability and exposure to new domains or activities.
What to do as a leader
Invite transparent sharing by employee on career aspirations and potentially concrete positions, based on self-reflection and exchange with peers.
The Career discussion should take place at least once a year in order to discuss immediate and longer term career aspirations. For further guidance and support on developing your team and having development discussions, please see this article
Transparent feedback by manager on aspirations based on capabilities/ experience/ performance with potentially new suggestions
Does the employee have potential for an accelerated career path?
Discuss concrete and immediately realizable next steps if applicable.
Hence focus on development, supporting opportunities that may arise;
To prepare - discuss the promotion intentions or needs for your Team with your superior & your Site HR Partner for promotions and off-cycle salary changes for cadre roles in grades S15 to S22 and yourStrategic Business Partner for S23 and above.
Why and when will you give an employee a promotion?
A common reason and a very important moment that matters in the journey of an employee at Syensqo, that allows the employee to grow in their career by taking on more complex and challenging tasks and responsibilities
At Syensqo, the promotion process is owned and initiated by the Leader/Manager who observes a business need or a customer challenge that can be resolved by an employee. Promotion, besides allowing the employee to grow in their career, should bring a solution to the named business need or to the challenge of the customer.
A promotion is also:
An increase of responsibility or Syensqope (with or without a change in the S grade) within the existing role or a move to a completely different role with a higher level of responsibility within the same Team.
Usually is accompanied with an increase of compensation, but it is not required, especially if the change in the role is relatively small.
One of the most important “moments that matter” in the employee's journey - it matters to individuals and it matters to the organization - it must be a “win-win” situation!
Always justified with a real business need and results in a significant increase in value created by the person promoted and as such it should be rewarded with an increase in the Rewards package.
EMPLOYEE CHANGING ROLES INTERNALLY
Why this Moment Matters
As managers you are co-responsible to develop the skills and competencies of the employee, encourage them to develop a broad internal network, and to support their career growth by fostering their exposure and mobility. A transfer is an internal move of an employee to another position in another team/site/entity as a result of an internal recruitment project or in the framework of a career development plan of the employee.
What to do as a leader
It is important to remember that employees are members of the Syensqo group and as such do not belong to your team, your business or your function. That sounds obvious, though employees moving jobs can of course bring some practical challenges.
What can be done upfront when an employee expresses the wish to change roles ? Can activities/accountabilities be co-shared and knowledge transmission started ?
What needs to be done to organize the knowledge hand-over and assure business continuity ?
Think rapidly about opening the right job to cover the replacement or to reshuffle the team’s activities and accountabilities.