Care about Employee Growth? Implement a 5 Resume Bullets Program.

Rumor is if your employees update their LinkedIn profile they must be looking for a new job opportunity. There is a lot of truth in that statement.

Employee: I do not think about tracking my growth and accomplishments until I need to showcase it – for a new job. I know if I set goals and document them I increase the probability that I will reach them. Add to that – if I document goals real-time time I eliminate the impact of the “recency effect”, when I only think about what I recently accomplished and neglect the value of accomplishments over the period of my current employment. But, hey, I am busy! The struggle is real.

Employer: “If my employees update their LinkedIn then someone will steal them from me!” Want to know the secret? YOU have control over this! How? Help them grow WITH you instead of despite of you.

“People leave when they don’t see opportunities for growth…Of all the job attributes young people value, opportunities to learn and grow’ comes in at number one. 87% of millennials say development is important to them, and of that group, two thirds say it’s extremely important.” (1), (2)

“Solution: Know your employees’ long-term goals and work to show them a path there.” (1)

I equate the fear of employees updating their LinkedIn to the fear of hiring people smarter than you. Both are STUPID (if you know me you know I believe in Radical Candor) (3). Don’t be stupid.

What is the point of this blog post?

I want you to add a “5 Resume Bullets” program to your Employee Development Program. 

What? Why? How?

WHAT?

 5 Resume Bullets Program = A BUCKET List for Careers 

This program will challenge employees to think about, document and act on the next group of skills and/or accomplishments they need to continually grow their career. (BTW – this could be their growth at your company if you also focus on internal growth. Which is a different blog post coming…).

WHY?

It matters.

See above. Reminder, ““People leave when they don’t see opportunities for growth…”(1). 

Keeping people at your company also ties to your culture. Want to learn more about building a great culture? Read my recent blog post here. (4)

HOW?

1. Meet with interested employees. Provide opportunities but be clear it takes work from the employee. It is their career.

2. Ask, “What do you want next?” Encourage them to scour LinkedIn for future positions they are interested in and document the skills required. This allows them to think, “wait, I don’t want to learn that skill at all”, “I have that skill” or “I don’t have that skill but I want it.”

3. Map it – 5 Steps at a Time. Select 5 specific items, document them and begin working on them. When a step is accomplished – they add it to their LinkedIn profile. Don’t stop! Create a new one. They should always have 5 items in their action “bucket” list.

What’s in it for me?

Grow your employees – they will stay. They will save you money (hiring and training is $$). They will recruit their friends. They will work hard and not “punch a time card”. Win:win. (Learn more here.) (4)

Angela you convinced me to do this and now my employee left! Come ‘on!

My philosophy is that if/when employees move on to a new opportunity they will be so badass that the new company will think, “Wow, [Insert Your Company Name] rocks! Their employees are the best! They must also be the best.”

Customers and employees are your best advertisement. Marketing can be fake. Customers and employees speak the truth. Don’t be afraid of spreading that truth.

Need a tool?

I recommend Lattice. I began using Lattice software years ago. They started their company in 2015. We started Florence in 2014. I believe 100% in the value of employee growth and I also believe in supporting innovative companies. Their tool allows this and so much more. Check them out. Note: I do not have a conflict of interest with Lattice – though I have been dying to be on their advisory board so if you are reading and you have a pull let them know.

Editor’s Note: I am not a professional editor and I have lots of stories about how I missed learning grammar skills in elementary school. Please read my posts for the spirit behind them. Have advice or feedback? Heck yeah! Email me at a@bebravebebadass.com.

References:

(1) https://www.forbes.com/sites/valleyvoices/2017/02/22/dont-be-surprised-when-your-employees-quit/?sh=792ff61a325e accessed 23 NOV 2020

(2) https://medium.com/r?url=http%3A%2F%2Fwww.gallup.com%2Fbusinessjournal%2F193274%2Fmillennials-jobs-development-opportunities.aspx accessed 23 NOV 2020

(3) Radical Candor by Kim Scott