It’s very normal for an employee to feel undervalued in absence of having a formal growth plan and review process. Growth is a shared responsibility between the manager and the employee where manager plays the part of being a mentor providing regular feedback, and opportunities. While the employee should take ownership of its own growth plan, career ambitions, proactively seeking feedback from not only the manager but also other stakeholders. Normally by having the above the expectations can be better managed

1. Hold team meetings and listen to their concerns. Show that you understand where they're coming from. 2. Figure out the root causes of their worries. Are they not getting enough challenges? Not getting enough feedback? Feeling like they don't have any career options? 3. Come up with solutions to address these concerns. This could include things like creating personalized development plans, providing training and mentorship, or giving them opportunities to work on cross-functional projects. 4. Make sure to implement these solutions and communicate them to your team. Give them regular feedback, hold performance reviews, and have workshops on career development. Also, make sure to post internal job openings.

To effectively address our team's feelings of being undervalued in their career progression, start by acknowledging their concerns and schedule individual meetings to discuss their career goals and aspirations. Review and clarify career pathways and provide development opportunities such as training and mentorship. Implement regular feedback and recognition systems, and make sure the roles are challenging and aligned with their career objectives. Lastly, maintain transparent communication about any organizational constraints impacting career progression and continually follow up to ensure the changes are meeting their needs.

Eu criaria um espaço seguro para conversas abertas, incentivando a transparência. Analisaria as preocupações e trabalharia com a equipe para desenvolver um plano de crescimento personalizado, incluindo capacitação e mentorias. Além disso, promoveria uma cultura de reconhecimento, celebrando conquistas para reforçar a valorização dos membros. O objetivo é abordar preocupações imediatas e criar um ambiente de trabalho mais motivador.

It’s very important to first career map where your employees want to go in their career. You can do this by having one on one conversations, asking clarifying questions and by sharing what the job description is of the position they are interested in. This should be an ongoing conversation throughout the year and not just when the employee asks or at their end of the year review. After you talk to them and their career path is mapped out, then create a development plan. Set up trainings to help support their development. By investing in their career, you are investing in your employee and creating an atmosphere where they feel valued.