When an employee tells you they’re thinking about changing careers, it might catch you off guard. Did you do something wrong? Was it you? Was it a team member? Was it the work culture? Was it their mental health and wellness (that the office culture impacted)? Honestly, you’re not to blame for having all of these questions, really, it’s entirely understandable!
But instead of panicking about how to replace them, think of it as a chance to show what kind of leader you are. Actually, supporting someone during a career change isn’t just about doing the right thing, actually, it’s about building trust, respect, and a reputation as a business owner who truly cares. It’s a strong move on your part and it shows that you truly are a great leader.
So, with all of that said, here’s how you can help them make this big leap without feeling like you’re losing out.
Table of Contents
Start the Conversation
Okay, so for starters, career changes are a big deal, and employees often hesitate to bring it up because they’re worried about how it’ll be received (and often it gets received bad). So, just creating a safe space for this conversation is your first step.
So, you need to just ask them why they’re considering the move. Is it about following a passion? Exploring a new industry? Now, you need to show genuine interest and don’t treat it like a betrayal. Just think of it this way; the more supportive you are, the more likely they’ll open up and feel comfortable navigating this transition with your help.
Help Them Gain Confidence
Yes, by all means, switching careers can be intimidating, especially when it means stepping into a new field or starting from scratch. Overall, this is something that’s really hard to do, and its something that’s only slowly getting socially acceptable as well. So, this is where you can make a real difference by helping them build the skills they need.
It might actually help to just assign them projects that align with their new goals or even encourage them to take on roles that stretch their abilities. Even small changes, like introducing them to someone in your network who works in their desired industry, can have a big impact.
You can even take a great example from Royal Ambulance career bridge program, they want people to succeed in their next career and they’re helping with that transition. So, just take an example from them and just try to guide your teammate into their next opportunity (or at least show support).
Be Flexible with Their Transition
Now, for the most part, making a career change often involves juggling new responsibilities, like attending classes, completing certifications, or prepping for interviews. This can be overwhelming, right? So, as the leader, you should try and do what you can to help, overall, just a little flexibility on your part can go a long way.
Could their schedule be adjusted temporarily? Would it help to give them an afternoon off here and there for career-building activities? Just give some wiggle room to them so they can make all of this work out (timing and lack of flexibility tend to get in the way of this too).
Celebrate Their Growth
When they’re ready to move on, send them off with pride. Yes, absolutely! You should acknowledge their contributions to your business and celebrate the time you had working together. Even a happy goodbye party would be great too!
