Career matters – from the very beginning when we are face to face with a job candidate until onboarding to the full integration into the team. That’s how an employee’s journey in the company must begin, with a horizon of professional development which, in essence, is also personal development.

Recruiting well is difficult, but let’s not forget the other side. Those who want to start a new chapter, see their skills developed, in diverse and stimulating environments. Today, there is still a vibrant desire for development in people that we cannot afford to waste.

The focus will have to be on the career development model and the options that exist, internally and externally, to grow. Always thinking about the development of each person, in a humanized and personalized way. No two people are the same.

If there are resources for projects, because the IT market is full of opportunities, we also need to find resources to develop employees. In other words, a growth culture of an organization cannot be limited to the search for more business. We will have to meet people’s needs.

Picture this: you are about to leave your place. Now, you won’t have to walk looking for transportation, as a lot of apps can provide you that in a few minutes, taking you to your destination. When you are hiring and establishing a fruitful partnership with new employees, this is the rationale that must be behind the strategies of attraction and retention. The focus should be on guiding people on a tailor-made journey, in a safe way, helping them achieve their goals.

Training opportunities aligned with employees’ desire for progression are an example. To shorten distances and maximize time, e-learning appears as an option, bringing together realities and good practices, even at an international level, and can be made available on organizations’ internal platforms. Educational institutions are also increasingly responding to this challenge.

Boost new skills with mentoring and coaching. At the same time, there is a need to have communication/feedback mechanisms and proper evaluation schemes.

Flexibility is another point to value, such as the possibility of remote work, adapting and balancing the current people’s needs and aspirations. Finally, a keyword: involvement, that is, proximity and a sense of sharing (of goals, growth, among others) can forge the identity of the organization, which must always have its own culture, recognized and promoted by everyone.

Bearing this in mind, it is also necessary to be preventive and to seek, repeatedly, answers to questions like What is the market saying? and What are the trends?. Only then will it be possible to make a difference.

Organizations count on people, but people also count on organizations. Anyone responsible for guiding a professional on this journey through the world of work can never forget this maxim.

Ana Sofia Pardalejo
Manager at askblue, People Management