Contentment does not mean a lack of ambition
Not every employee wants to manage people or gain a new job title. Developing expertise, time with family or enjoying daily work may matter too. Ask what development means to the person before judging their ambitions.
Discuss what works and what gets in the way
Make the conversation specific. Which tasks would the employee like to do more often? What takes unnecessary time? Which ability would they like to practise? Leave room for an answer that does not involve promotion.
Development within the current role
A different responsibility, supporting a colleague or studying a subject in more depth may suit the question. Agree what is manageable and what time or support is needed.
Five questions for your next conversation
- What are you satisfied with in your work?
- Which tasks would you like to change?
- What would you like to learn or improve?
- What support do you need from me or colleagues?
- When should we review how it is going?
A profile as a starting point
Assessment results, for example from Everything DiSC Workplace, can structure a conversation about behaviour, interests or development. Ask whether the employee recognises the results and connect them to experiences at work. The conversation still belongs to the people taking part.
