Why is contentment so unsettling? Is it because it doesn’t speak to the proverbial “fire in your belly” to work harder, longer, and without complaint? Is valuing your personal and family time a career derailer, even if what we mean by “career” is simply continuing to be a good or great performer in your current role?
It’s Midyear Review time! (Or, possibly, Midyear “Check-In” time?) Time to discuss progress towards goals for the year, status of development plans, and, for many companies, to ask one of the Worst. Questions. Ever.
What are your career aspirations?
As someone who used to be responsible for the Talent Review process this might seem like a downright irresponsible statement. Maybe it is. But I stand by it now that I’m looking in from the outside, as a coach.
There is no “winning” with this gotcha-question. Answer that you hope to be the next CEO, and you might get labeled as unrealistic or overly ambitious. Respond that you would like to explore a future in another area of the company, and you can kiss goodbye to the plum assignments on your current team because you are now a flight risk.
Worse yet, tell your leader that you currently have no “aspirations” because you are 100% happy. Engaged. Satisfied. Or content.
Earlier this week two of my clients provided exactly that response (note: two different companies) and both were essentially told to go to their rooms and think about what they’ve just done. Their managers deemed their satisfaction as unacceptable. Their initial reaction was laughter, until the truth of the answer sank in. At that point the managers told them to leave and come to the follow-up meeting prepared with a more appropriate story.
Talk about throwing your employees into a tailspin. Both came to our sessions in a panic, worried they were now considered lazy. Worthless. Filled with shame, they struggled to create a more acceptable response.
Why is contentment so unsettling? Is it because it doesn’t speak to the proverbial “fire in your belly” to work harder, longer, and without complaint? Is valuing your personal and family time a career derailer, even if what we mean by “career” is simply continuing to be a good or great performer in your current role?
What might be a better question for managers to ask in these midyear meetings? Off the top of my head, a few suggestions:
· What type of career growth is important to you?
· What do you enjoy most about your current role? What would you like to see changed?
· What 2-3 things do you want to focus on over the next 6 months to help you grow and develop?
· What can I do to help you better meet your goals?
No matter what, be clear about your intent: To support them and their career.
