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Rebuilding Trust Through
Honest Career Conversations
Illustrated by Brett Wallace
There’s a dishonest conversation happening
at work. And, it’s holding managers and
employees back.
Companies don’t foster
open career conversations
with employees - they
presume lifelong loyalty
And, employees hide
their true career
aspirations
all too often jumping ship in search of a
better opportunity to reach their goals
Ignoring these
realities limits
everyone’s potential
It’s time that we rebuild the
employer-employee relationship
through honest career conversations
Here are 7 tips for managers
and employees to rebuild trust
These tips are based on the best-selling book by
Reid Hoffman, Ben Casnocha and Chris Yeh
Tip #1 - Think of team members
as allies on a tour of duty....
Tip #1 - Encourage team members to think
of their careers as tours of duty that benefit
both them and the company.
A tour of duty is an agreement between an
employer and employee that has a specific
mission with a realistic time horizon and
mutual benefit
The entrepreneurial, flexible and creative team
members you need will love these “missions”
Tip #2 - Have the courage
to discuss with your team that
someday they may choose a career
path outside of your company.
These honest career conversations
are necessary for building trust.
Mike Gamson, LinkedIn’s SVP Global Solutions
An example from one of our leaders
“I have found that one of the best
ways to create unique value for my
employees is to help them plan for
the life they aspire to lead after they
leave my team one day”.
Tip #3 - Discuss how
you can work together to
transform their career, and
the company, while they are
with you
Mike’s promise to his team members is to work hard to
build an environment where career trajectory happens
Time
Success
Your career trajectory after joining LinkedIn
Your trajectory without joining LinkedIn
Tip #4 - Model honesty with your employees by
being open about your own dreams and aspirations
Tip #5 - Be sure an employee’s tour of duty has them building
skills that make them a stronger professional (this will also make
their LinkedIn profile stronger).
Help your people make the best
career decisions for where they
want to go - even if it means
they pursue another path
Tip #6
Tip# 7 - Welcome alumni to join your network
and invite them to events and even another tour of
duty if it’s a fit
These tips will help recruit, manage and retain the
superstar talent you need in today’s age
To learn more visit
www.theallianceframework.com
Illustrated by Brett Wallace
Special thanks to my colleagues Ben Casnocha, Esther Cruz,
Mike Derezin, Dan Shapero and Mike Gamson for their insights
on honest conversations
Click image see more visual stories

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Rebuild Employee Trust: 7 Tips for Honest Career Conversations

  • 1. Rebuilding Trust Through Honest Career Conversations Illustrated by Brett Wallace
  • 2. There’s a dishonest conversation happening at work. And, it’s holding managers and employees back.
  • 3. Companies don’t foster open career conversations with employees - they presume lifelong loyalty
  • 4. And, employees hide their true career aspirations
  • 5. all too often jumping ship in search of a better opportunity to reach their goals
  • 7. It’s time that we rebuild the employer-employee relationship
  • 8. through honest career conversations Here are 7 tips for managers and employees to rebuild trust
  • 9. These tips are based on the best-selling book by Reid Hoffman, Ben Casnocha and Chris Yeh
  • 10. Tip #1 - Think of team members as allies on a tour of duty....
  • 11. Tip #1 - Encourage team members to think of their careers as tours of duty that benefit both them and the company. A tour of duty is an agreement between an employer and employee that has a specific mission with a realistic time horizon and mutual benefit The entrepreneurial, flexible and creative team members you need will love these “missions”
  • 12. Tip #2 - Have the courage to discuss with your team that someday they may choose a career path outside of your company. These honest career conversations are necessary for building trust.
  • 13. Mike Gamson, LinkedIn’s SVP Global Solutions An example from one of our leaders “I have found that one of the best ways to create unique value for my employees is to help them plan for the life they aspire to lead after they leave my team one day”.
  • 14. Tip #3 - Discuss how you can work together to transform their career, and the company, while they are with you
  • 15. Mike’s promise to his team members is to work hard to build an environment where career trajectory happens Time Success Your career trajectory after joining LinkedIn Your trajectory without joining LinkedIn
  • 16. Tip #4 - Model honesty with your employees by being open about your own dreams and aspirations
  • 17. Tip #5 - Be sure an employee’s tour of duty has them building skills that make them a stronger professional (this will also make their LinkedIn profile stronger).
  • 18. Help your people make the best career decisions for where they want to go - even if it means they pursue another path Tip #6
  • 19. Tip# 7 - Welcome alumni to join your network and invite them to events and even another tour of duty if it’s a fit
  • 20. These tips will help recruit, manage and retain the superstar talent you need in today’s age
  • 21. To learn more visit www.theallianceframework.com
  • 22. Illustrated by Brett Wallace Special thanks to my colleagues Ben Casnocha, Esther Cruz, Mike Derezin, Dan Shapero and Mike Gamson for their insights on honest conversations Click image see more visual stories