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Guide: Care professionally and personally for your team

Hold effective career development conversations

Google encourages managers to have dedicated career conversations at a regular cadence, roughly once a quarter. Everyone’s needs are different, so managers should flex frequency appropriately (e.g., if an team member is preparing for a promotion or is more junior, you might hold more frequent check-ins).

Before having a career development conversation, prepare by thinking about:

  • What is the team member’s performance and trajectory?
  • What kind of work do they enjoy doing?
  • What kind of work do they do well?
  • What are they currently doing?
  • What does the organization need them to do?
  • What is one area for development?
  • What type of career development support do they want?
  • What would help this person feel valued?

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