1. Active Listening and Understanding

• Listen carefully and ask clarifying questions to get them talking: "Can you elaborate on...?"

• Summarize key points: "So, what I'm hearing is..."

• Explore aspirations: "Where do you see yourself in 3-5 years?"

• Inquire about motivations: "What aspects of your work energize you most?"

2. Transparent Communication

• Provide balanced feedback with specific examples

• Frame feedback around behaviors and outcomes

• Discuss organizational context openly

• Example: "Given our company's expansion plans, there may be opportunities in X area..."

3. Collaborative Problem-Solving

• Suggest multiple career paths or development options

• Consider unconventional opportunities

• Co-create an action plan with specific, measurable goals

• Set clear timelines and milestones

• Example: "By next quarter, you'll complete X training to prepare for Y role..."

4. Empathy and Support

• Acknowledge emotions: "I understand this change feels challenging..."

• Validate concerns without judgment

• Offer specific support: mentorship, resources, advocacy

• Example: "I can introduce you to our marketing lead to explore that interest..."

Quick Tips

1. Listen more than you speak

2. Be honest about opportunities and limitations

3. Focus on collaborative solution-finding

4. Show genuine care for the employee's well-being

5. End with a clear, agreed-upon action plan

Remember: Your goal is to understand the employee's aspirations, provide clarity on their current standing and opportunities, and collaboratively chart a path forward that aligns individual goals with organizational needs.