This is a topic that tends to creep up on a lot of Founders and catch them off guard. It’s not one that you naturally would think about in the early days of setting up a business and hiring people. After all, there’s plenty to do in the first place when it comes to hiring, onboarding, and executing in a role before having to worry about this. It’s therefore often put on the backburner 🔥, meaning many employees join with zero structure or future progression laid out for them, and whilst it might not cause an immediate problem, it definitely can further down the line.

Thinking about how you approach career development can be very personal / individual to each business, and there’s no one-size-fits-all, but it can take time, and that’s something that founders lack.

Really, before you hire anyone in to a role you should make sure you have a career development framework for that role in place. That’s my golden rule I try to encourage businesses to follow when they are hiring and scaling. It’s more important than creating a job advert for that new role, and should be a core part of that hiring process if not already in place.

My work with founders on this topic includes:

- 🗺 Mapping out org structure, defining and implementing development frameworks for roles

-🎯 Establishing how employees can grow in your business (goal setting, promotion criteria, expectation management etc)

- 🔎 Reviewing current frameworks as you scale and ensuring they are fit for purpose for your next phase of growth

- ⬆ Upskilling managers on career development- handling conversations with team members, and setting SMART goals.

- 🧠 How to approach L&D with your team

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