“Culture is contagious, so make
sure you have ambassadors
who champion the great
things you do.”
manage, but willing to contribute, can
be tapped to be part of advisory teams
or cross-functional work groups to provide sales perspectives and training.
These types of plans encourage others who want to move up but are not
interested in managing others. Providing opportunities for them to become
subject-matter experts is another
alternative. This also is referred to as redesigning an existing job.
Subject-matter experts can assist
managers with identifying process
obstacles and creating best practices
within their work groups. They also can
be tapped as resources in implement-
ing change policies and championing
There is a value from a cultural perspective to having long-term employees, as long as they are engaged and
motivated toward continuous improvement. Potential new employees tend
to ask interviewers how long they have
been at the company and why they
stay. Culture is contagious, so make
sure you have ambassadors who champion the great things you do.
Once you have identified the structure
of your plan, it is time to begin facilitat-
ing career development with individual
employees. Career mapping is a popular
and useful tool that helps employees
and managers think strategically about
an employee’s career goals and to then
lay out a plan to attain those goals.
Career mapping involves three steps:
self-assessment, career mapping and
exploring other options.
For self-assessment, employees need
to honestly assess their strengths and
weaknesses with their managers as
they relate to their position. Managers
should then identify potential places in
the company that play up the strengths
of the employee and use that information to help the employee create an
individualized career map. Finally, employees should look at opportunities
outside their particular department,
and managers should be willing to assist in this process.
Once a plan is put into place, it is HR’s
responsibility to provide and develop
the resources needed for managers
and employees to execute the career
map, including any essential training
resources. Company-provided training
— whether through vendors, training
libraries, or internal trainers — is a key
component to a successful employee-development plan.
Employees also need to take charge
of their own careers by investigating
and suggesting training resources they
have found. In some cases, the career
path an employee wants to follow may
require more schooling or a degree.
Companies should consider offering
some tuition-reimbursement programs
to encourage this.
n n n
When it comes to building a thriving
mortgage business, employee satisfaction should be your top priority. Having
well-trained and motivated originators
and staff who want to stay with the
company for the long haul will ensure
you stay in business for years to come.
Work with your employees and invest
in their success, and you will surely reap
the benefits of what you sow. n
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