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Setting Career Goals

Thu, 11 Aug 2022 10:59:49 GMT

Goal Setting and Career Development

Setting career goals can be difficult without a guideline. Asking someone where they want to be this time next year generally gains vague, nonspecific answers for the simple reason life isn’t predictable and people don’t like to fail. It’s similar to why many don’t set new year’s resolutions – failing is uncomfortable. But failing in these goals is often due to the lack of specifics and not planning how you’re going to get to that point. Aiming to get a promotion is great, but unless you work towards it step by step, maybe by taking on extra responsibility, it’s not going to just magically happen.

However, this fear of failure tends to stop people setting career goals in the first place. In our survey, over a third of people admitted they did not set career goals. Some of these individuals did still experience the career development they expected over the last 10 years, but this is a near on 50-50 split, so isn’t the most reliable of methods of career development. Almost 70% of those who felt their career had developed as expected over the last 10 years did set career goals of between a year and 3 years, suggesting this can help with developing your career. Goals, when set right, can hold people accountable and give guidance on how to get to where you want to be. It does suggest that giving yourself timescales for your goals can help. However, of those whose career had not developed as expected, 60% also set career goals, so there must be more factors involved than just setting the goal.

This is where training comes in. Setting goals is not as simple as stating what you want, or even saying when you want it by. There are steps in between to help you get there, which takes more time and thought than the initial decision. Making that decision, settling on your goals, is certainly the first step, and very important, but it’s going to take more to get there! As discussed in other articles, other factors may impact how the speed and difficulty of reaching your goal, whether you have a supportive manager, whether you had the right support early on in your career, or whether you need to do a little extra work now to get to where you want to be.

Overall, giving yourself a career goal and a timescale to work with is an excellent plan and a step towards the career you want. But it will take more than this and we can help you figure the next steps out.

In Hindsight....

Thu, 11 Aug 2022 10:59:48 GMT

What Do You Wish You Knew or Did At The Start of Your Career?

If you could go back in time and start your career over again, what things would you want to know and do to help yourself succeed? We asked a group of people a similar question and analysed their responses, finding a lot of overlap in their answers.

When asked what they wish they knew at the beginning of their career, four key areas were raised. The most common by far was confidence, whether in self-advocacy around asking for pay raises and for recognition, or to ask questions and for support in skills development. Many stated they wished they had been comfortable asking for help or advice, with others wishing they had been more confident in their own abilities and contribution. Similarly, when asked what they wished they did at the start of their career, many mentioned seeking out a mentor – someone who could help them develop skills to progress their career or confidence to advocate for themselves.

Another common point was in planning, especially related to workload and stress, with some wishing they had sought out advice in managing work related stress. With the fast pace of life today, prioritising and planning has become increasingly important to help reduce the initial dose of stress. Training in decompressing and compartmentalising from work could be appropriate too, allowing individuals to destress and reduce the impact of stress on their mental and physical wellbeing.

Networking came up in a couple of different ways. Respondents mentioned knowing where to develop these connections, how to go about interactions and meetings, but also how to handle colleagues. Some spoke about not trusting others as easily and being aware of “backstabbing”, whilst sticking to principles and beliefs was also mentioned. Manoeuvring the social elements of offices and teams can be difficult, especially going into an environment you’re not accustomed to as the new person. This can be an incredibly stressful time and can make asking questions and for help harder.

Work life balance and flexibility was raised too, especially surrounding being a working mum and trying to manage parenthood with career goals. The pandemic was mentioned as easing this in some cases, where workplaces have tried to become more flexible in working locations, but hours in some careers are inflexible. This was linked to finding the courage to change jobs or even fields – potentially a large career move with a lot to consider. Unfortunately, responses showed there are still issues with sexism in the workplace, with one respondent stating that she cannot behave the same way as male employees as she is labelled aggressive whilst they are not.

Overall all responses showed the benefit of a coach or mentor for confidence or skills development (or both!), highlighting how important assistance and support in preparing for a career in most industries can be. From planning workload to self-advocacy, training and coaching in a variety of skills can make a huge difference in career progression and self-development.

How Supportive Management Affects Careers

Thu, 11 Aug 2022 10:59:47 GMT

The Importance of a Supportive Manager for Receiving an Adequate Salary Package

Recently we sent out a survey, asking people questions about their career, and their personal development. This survey asked multiple choice questions but allowed for comments to allow for extra insight into the data gathered.

One question was on management – whether an individual felt their manager was an advocate for their development. We were interested in the impact a supportive manager could have on an individual’s career, both in salary and expected development.

We asked about salary – whether individual’s felt they received an adequate salary package that reflected their value to the organisation. With a near 50-50 split, this allowed us to look at the factors correlated with an adequate salary package, specifically a manager who supports your development.

These graphs show the relationship between receiving an adequate salary package and having a manager who advocates for your development. An impressive 83% of those who said they received an adequate salary package, also had a supportive manager. These data suggest a supportive manager can help individuals see their value to the organisation in their salary, whether through supporting their development or helping advocate for raises.

It also highlights the difficulty in receiving an adequate salary package without the support of a manager, as only 29% of those who did have an adequate salary had an unsupportive manager. Knowing this, it’s possible the lack of a supportive manager requires a greater confidence in advocating for yourself, which can be difficult to do successfully.

Overall these data show the importance of having a manager who advocates for your development in receiving a salary package that reflects your value. It also suggests individuals need to be able to advocate for themselves and may need training and support to be able to do this confidently and successfully.

Another potential inference would be that managers need support and training in advocating for the development of their employees. Communication and confidence are key skills for developing your career, being able to do so effectively can help individuals progress in their career and understand their value to the organisation. Support to help grow this confidence and develop strong communication skills can help people to advocate for themselves, helping them to get the salary package they deserve.