Employees play an active and decisive role in strategic workforce planning. They are not merely the subject of plans drawn up by the organisation, but also the people who, through their own choices, ambitions and development, directly determine how valuable they are to the organisation in the long term. The more consciously an employee manages their own career, the greater their influence on their position within the organisation. In this article, we answer the most frequently asked questions about what employees themselves can do as part of this process.
How does an employee influence their own position within the organisation?
An employee influences their own position within the organisation by actively contributing to their own development, being open about their ambitions and being receptive to change. Strategic workforce planning is not just about what an organisation wants, but also about what an employee wants and is able to contribute. That interaction is crucial.
Organisations plan their workforce based on future needs. What roles will be needed in three years’ time? What skills will be required then? Employees who position themselves within this framework by demonstrating what they can do and where they want to develop have far more influence over their own career path than those who simply wait and see. The key is that, as an employee, you should not be passive in this process, but should actively help shape your future.
It starts with the little things: having a chat with your line manager about your ambitions, showing an interest in new projects or proactively asking for feedback. This sort of behaviour makes an employee visible and relevant within the organisation’s plans.
What can employees do to improve their employability?
Employees enhance their employability by continuing to learn, broadening their skills and keeping a close eye on the demands of the labour market and their own organisation. Employability is not a fixed characteristic, but something you actively maintain and develop.
Practical steps that employees can take:
- Stay curious: Keep up to date with developments in your field and be prepared to learn new skills, even if that takes you out of your comfort zone.
- Know your own talents: Know what you’re good at and what gives you energy. This will help you make informed choices about your career.
- Be flexible: Organisations change. Employees who adapt and are open to taking on different roles or tasks are more valuable in the long term.
- Invest in relationships: A strong network both within and outside the organisation opens doors and boosts your visibility.
- Request for feedback: Regular feedback helps you to grow and shows that you are committed to your own development.
Employability is therefore a combination of knowledge, attitude and behaviour. The good news is that each of these aspects can be developed, regardless of where you are in your career at the moment.
How does a career review work within strategic workforce planning?
A career review is a focused discussion between an employee and their line manager about the employee’s future within the organisation. Within strategic workforce planning, this discussion serves as a bridge between the employee’s ambitions and the organisation’s needs. It is the moment when both parties lay their cards on the table.
A good career discussion should cover the following questions:
- What does the employee hope to achieve in the coming years?
- Which skills and competences does he or she wish to develop further?
- Where does the organisation see opportunities for this employee?
- What support is needed to take that step?
A career review is only worthwhile if both parties have prepared for it properly. As an employee, it is wise to think in advance about your own aspirations and strengths. What gives you energy? Where do you want to be in five years’ time? The more specific you are, the more focused the discussion will be and the better it will contribute to the organisation’s strategic workforce planning as a whole.
When is coaching beneficial for employees going through this process?
Coaching is beneficial for employees when they need personal guidance in making career choices, enhancing their self-awareness or breaking out of patterns that hinder their development. Coaching provides direction at times when that direction does not come naturally.
There are various situations in which coaching is particularly valuable within strategic workforce planning:
- If an employee isn’t quite sure what they want or what they’re good at.
- When an organisational change is on the horizon and the employee wants to know how best to position themselves.
- If someone wants to move into a different role but doesn’t know how to take that step.
- Where there are entrenched patterns of behaviour or collaboration that stand in the way of further growth.
Coaching is not a sign of weakness, but a deliberate investment in yourself. It helps employees gain clarity about their own direction and take concrete steps that are in line with who they are and where they want to go. In doing so, coaching directly strengthens the contribution an individual makes to the organisation’s broader HR strategy.
How can employees and employers work together to promote sustainable employability?
Employees and employers work most effectively together on sustainable employability when there is open communication, shared responsibility and concrete agreements on development. Sustainable employability is not a one-sided project, but a shared interest that requires cooperation from both sides.
Employers can create the right conditions: time and space for development, access to coaching or training, and a culture that encourages learning and growth. Employees, for their part, are responsible for their own commitment, their willingness to learn and their openness about what they need to continue to perform well.
This collaboration is most successful when it is structurally embedded within the organisation, through regular discussions, clear development plans and a shared vision of the future. Strategic workforce planning provides the framework for this: it sets out the direction in which the organisation wishes to move and which employees can play a role in achieving this. When employees and employers work together to shape that framework, the result is a situation in which everyone benefits.
How Nieuwkans helps with strategic workforce planning
Here at Nieuwkans, we support both employees and employers in shaping sustainable employability and career development. Our approach is always bespoke, as we believe that off-the-shelf solutions rarely fit the unique circumstances of an employee or organisation.
What we specifically offer:
- Personal coaching focusing on self-awareness, career choices and behavioural development.
- Career counselling for staff who wish to shape their future within or outside the organisation.
- Development programmes in the areas of leadership, collaboration and personal effectiveness.
- Scientifically-backed methods such as the BrainsFirst methodology, which we use to identify natural talents and cognitive behavioural preferences.
- Support for organisations in developing a strategic HR policy that aligns with employees’ ambitions.
Whether you’re an employee looking to discover your strengths, or an employer wishing to invest in the long-term employability of your team, we’d be happy to work with you to find the right solution. Get in touch and find out what we can do for you. Would you like more information about career development and related topics? Then do take a look at Skillscapers.