What You Should Know About Career Mapping

If you aren’t already, it’s time to start hosting career mapping sessions with your employees. In today’s message, we’ll discuss why.

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If you’re in a leadership position within your company, then there are a few things you need to know about using career mapping in your business. Before we get into what these things are, let’s first go over what career mapping is.

Like a performance review, career mapping is designed to help you keep tabs on your employees. However, while a performance review is more about your perspective on how an employee is doing in their role, career mapping is more geared toward helping you and your employees understand the trajectory of their career. In short, performance reviews are driven by your perspective as a company leader, while career mapping sessions are driven by your employee’s perspective.

With that out of the way, one of the first things any leader should know about career mapping is that these sessions should not coincide with performance reviews. Hosting them at different times of year is usually best.

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Career mapping conversations increases employee retention, engagement, productivity, and fellowship.

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Another good tip is to ask your employees what they do (and don’t) love about their career, as well as where they see themselves in three to five years. You should address their strengths and weaknesses, too, but always realize that someone’s strengths might not necessarily be their passions.

When your employees know that you care, they’ll care more, too. For this reason, career mapping conversations increases employee retention, engagement, productivity, and fellowship.

If you don’t already hold career mapping sessions, it’s time to start thinking about doing so. If you have any other questions or would like more information, feel free to give us a call or send us an email. We look forward to hearing from you soon.