HR dept approaches people twice a year asking them what they want to do and how far they want to take their careers.
Promotions should be obvious and they should have been doing the job long before the title.
Be-Do-Have.
Loyalty lies with the team. The people you work with keeps you there.
People leave for more opportunity. Make sure they see it and have it internally.
Institute the "Pluck and Place".
Institute the "3 Deep" planning where 3 people are identified by managers and Directors as their own replacement. Acceptance of the potential upward movement comes with it training and outside development.
Trust and track vs trust and hope. Autopsy without blame (Good to Great)
Letting people fail (even when you know they will) has it's training benefits.
Promotions should be obvious and they should have been doing the job long before the title.
Be-Do-Have.
Loyalty lies with the team. The people you work with keeps you there.
People leave for more opportunity. Make sure they see it and have it internally.
Institute the "Pluck and Place".
Institute the "3 Deep" planning where 3 people are identified by managers and Directors as their own replacement. Acceptance of the potential upward movement comes with it training and outside development.
Trust and track vs trust and hope. Autopsy without blame (Good to Great)
Letting people fail (even when you know they will) has it's training benefits.