In the world of work we are often focused on the day to day of getting the job done, however sometimes we need to help employees steer their career in a new direction. This might be to ensure they have a long-term future with the company, to adapt to a change in business strategy and/or to better align with their own personal aspirations or find them a better job fit. Here are some practical things you can do to help your employees to steer their career in a new direction.

1. Check their motivation
Motivation is a personal, internal condition that drives change and the pursuit of goals. Psychologists have shown that three factors best facilitate and enable motivation: (1) autonomy (i.e., having some control over a situation), (2) a sense of belonging and (3) feeling competent. This is sometimes referred to by the acronym “ABC” (autonomy, belonging and competence). In this context of helping your employee steer their career in a new direction, first check that they have the factors in place to enable a successful change: (1) Do they have a desire to change, (2) do they have supportive relationships to help them and (3) do they have the skills to make a change (re-branding yourself to pursue a new career is a skill). An informal discussion with their manager or someone they trust is the best starting point to check their motivation.

2. Confidence
Although many people may have the motivation to steer their career in a new direction, it can be their confidence in their skills and ability that can either accelerate or halt their action. If through discussion you find their motivation is high, but their confidence may be holding them back, encourage them to take small, safe steps. Start with people they can trust to help support them and explain that risk taking can lead to growth and insight. Suggest trying small steps like understanding what other jobs exist across the organisation, networking to build broader relationships or taking a short course to see if they are interested in a new field. Encourage reflection on each activity and keeping track of progress. These actions see them testing and learning, will increase their confidence and each small step will culminate in enabling a change.

3. Leverage their strengths + capabilities
Pursuing a change in career where someone’s strengths and existing capabilities are transferable, provide the greatest chance of success. Here are some ways to help your employee identify them. Discuss the things they are good at, that energise them and the activities that use them. Capture their best qualities, technical, people skills and knowledge. Encourage them to ask others for what strengths and capabilities they value and if they can share any examples of when they have seen them use them. Review any feedback they have received from their leaders, colleagues or customers. Even informal positive comments can point to qualities and strengths others value. For example, “Thanks for turning that piece of work around so quickly” can point to being responsive and efficient.

4. Explore options
A change in career direction can provide many benefits, such as opportunities to learn, to build relationships, enjoyment and sense of achievement. Encourage your employee to think about what they want work to be and do for them? While they may set a specific overarching career goal, there are usually multiple ways to achieve that outcome. Explore options of the types of jobs they can pursue. What would their ideal career change look like if they could have everything they want? What if they had to make one compromise on their ideal option, what would that be? Are there multiple job options that could provide for satisfying and meaningful work?

The best way to help your employees steer their career in a new direction is to check for motivation and confidence, leverage both their strengths and capabilities and expand their possible options. Changing career brings many benefits including variety, increases experience and learning, keeps people engaged, increases performance, and can have positive benefits for their happiness and wellbeing, resulting in a win for both the employee and the business.

Amalia Chilianis, author of Work-a-holistic: A practical guide to changing your career