Performance & Development
Career Development Conversation
A career development conversation is an informal, manager-led talk about where an employee wants to go and how to get there. Unlike a formal review, it can happen at any time and is mostly about listening. These questions help you understand what motivates the person, which paths are realistic and what you can do, as a manager, to open doors.
15 questions
When to use this template
- When an employee asks about their future, shows signs of boredom or restlessness, or has mastered their current role.
- After a milestone such as a completed project, a new qualification or a change in the team, when ambitions often shift.
- At least once or twice a year as a regular habit, so that career talk does not only happen when someone hands in their notice.
Questions to ask
What energises you
- 01Which tasks at work give you the most energy?
- 02When did you last feel really engaged in your work, and what were you doing?
- 03Which tasks drain you, and could they be done differently?
Where you want to go
- 04If you could shape your next role, what would it include?
- 05Do you see yourself growing as a specialist, as a manager, or in a different area?
- 06What would you like to be known for in this company?
Possible paths
- 07Which roles or teams here would you like to understand better?
- 08Who in the company has a career you admire, and why?
- 09Would a move to another team or a short project help you test a direction?
Obstacles and gaps
- 10What do you think stands between you and your next step?
- 11Which experience or skill would make the biggest difference?
- 12Is there anything in your situation, such as location, family or health, that we should take into account?
Support and next steps
- 13What kind of support would help you most: mentoring, projects, visibility, training?
- 14What can I do in the next three months to help?
- 15What will you do yourself before we speak again?
Tips for a useful conversation
- Start with what energises the person, not with job titles, so the conversation is about motivation before position.
- Do not promise a promotion or a move you cannot guarantee; promise what you can do, such as introductions, projects and feedback.
- Ask follow-up questions to understand the reasons behind an ambition before reacting to it.
- Respect that some people want depth in their current role rather than a bigger title.
- Take notes, keep what is shared confidential unless agreed otherwise, and come back to the topic at the next one-to-one.
Mistakes to avoid
- Treating the conversation as a retention tactic and steering the person towards staying.
- Assuming that the only career path is upwards.
- Talking about the future only in terms of what the company needs.
- Having the conversation once and never following up on the actions.
Let Passisto People hold these conversations
The AI agent holds structured voice conversations with your employees and gives managers a clear report. People decide what happens next.