Yes, in certain situations, you do have a right to a career coach as an employee. This right mainly arises during reorganisations, job changes or outplacement processes. CAO agreements and company policy can also make career coaching mandatory. Employers also have a duty of care for the sustainable employability of their staff, which may include career coaching.
As an employee, when are you entitled to a career coach?
You are entitled to career guidance during reorganisations, job changes and outplacement processes. Employers are required by law to offer appropriate counselling in the event of redundancy. You can also claim professional support in the event of drastic changes in your job description.
Many collective agreements contain agreements on career development and training opportunities. These collective agreements often oblige employers to provide annual budgets for employees' personal development. Check your collective agreement to see what rights you have.
In addition, employers have a duty of care for sustainable employability. This means they have to invest in maintaining and strengthening your labour market position. Career coaching often falls under this, especially when your position changes due to technological developments or organisational changes.
Employers may also be required to offer career counselling upon return from long-term sick leave or upon reaching a certain age. It depends on your organisation's specific circumstances and policies.
What exactly does career coaching by a coach entail?
Career coaching consists of personal interviews, assessments and drawing up development plans. A programme usually lasts between three and six months, with sessions lasting about an hour and a half. You work with the coach to understand your talents, ambitions and job opportunities.
The process often starts with a comprehensive intake, identifying your current situation, desires and challenges. Modern coaches use science-based methods, such as talent scans, to identify your natural preferences and cognitive behavioural patterns.
During the interviews, you work on self-reflection and getting clear on your professional goals. You learn to make better use of your strengths and develop strategies to tackle challenges. The coach also helps you explore different career paths and make realistic choices.
The process results in a concrete development plan with feasible steps for your future career. This plan often includes recommendations for additional training, networking opportunities or job adjustments within your current organisation.
How do you apply for a career coach from your employer?
Approach your supervisor or HR department with concrete arguments On why career counselling is useful for both you and the organisation. Timing is important: choose a time when your employer is open to investing in staff development, such as during performance appraisals or planning cycles.
Prepare your interview well by clarifying what you want to achieve with the coaching. Formulate specific learning objectives and explain how they will contribute to your effectiveness in your current or future role. Employers are more likely to invest in coaching when they see the return on investment.
Refer to existing arrangements in your collective agreement or staff handbook. Many organisations have already set aside budgets for career development, but employees do not always know this. Ask about the procedures and conditions for applying for this guidance.
Show initiative by researching suitable coaches or agencies yourself. Employers appreciate it when you think constructively about how to shape your development. This significantly increases the chances of a positive response to your request.
What if your employer does not offer career coaching?
You can hire a coach yourself or use grants and outplacement agencies. Many municipalities and industry organisations offer financial support for career development. You can also claim career coaching as a deduction on your tax return if it is directly related to your work.
Investigate whether you are eligible for your sector's training fund. These funds often provide grants for professional development, including career guidance. Conditions vary by sector, but the funds available are usually substantial.
Consider participating in group programmes for sustainable employability. These are often more affordable than individual coaching yet offer valuable insights into your talents and abilities. Many providers organise interactive sessions where you work with others on your career development.
As a final option, you can contact outplacement agencies even if you are still employed. Some agencies offer career advice to employees who want to proactively invest in their future. They help you gain a better understanding of yourself and your personal job market, coupled with realistic opportunities for sustainable employability.