Beware of these career-limiting moves!

In today’s competitive job market, employees need to be strategic and intentional about their career paths. While some individuals may be fortunate enough to stumble upon great career opportunities, the vast majority of people need to actively work to advance their careers. However, even the most talented and hardworking employees can find their progress hindered by certain career-limiting moves. These mistakes can range from failing to take initiative, to not communicating effectively or being tardy. By avoiding these career-limiting moves and focusing on building a strong professional brand, employees can increase their chances of success and achieve their professional goals. Let’s explore some of the most common career-limiting moves that employees should avoid at all costs.

Staying in the same role for too long: Amit Das, director-HR & CHRO, Bennett Coleman & Co, points out, “Remaining in a single job for an extended period can pose a challenge for employees.” While some employers may anticipate their workers to continue working for them for a considerable time, this may not always be feasible for several reasons. First, an employee who remains in the same position for a prolonged period may not be exposed to new challenges, experiences, or opportunities to learn and grow professionally. This can lead to stagnation and complacency, which can impede their career progress.

Second, staying in a job for too long can give the impression that an employee is not ambitious or driven, which can impact their professional reputation and opportunities for advancement.

Lastly, the job market is constantly evolving, and employees who remain in the same position for a prolonged period may not possess the necessary skills or experience to adapt to new technologies or changes in the industry. This can make them less competitive in the job market and limit their career prospects.

“Employees must invest in professional development, like acquire certifications, read books, attend seminars and try to focus on their learnings and take ownership for own development.” They can also network with coaches and have mentors to learn in a practical manner, and  take up projects that may not look attractive but have bigger value.”

Sharad Verma, VP & CHRO, IRIS

Slacking off: When employees slack off, they start taking short cuts, neglect their work or failing to turn up on time. This can affect their career badly.  “This is especially true for those who have been in the same position for a long time and have become complacent,” points out Ranjan Banerjee, group head-HR, Berger Paints.

He goes on to assert, “The simplest way for employees to avoid  slacking off, is to set goals for themselves, take up new projects, seek feedback and make a conscious effort to learn something new every day.”

Staying up-to-date with trends: “Not taking time to upskill oneself in the face of changing trends and ways of doing things is another career limiting move employees must avoid,” observes Sharad Verma, VP & CHRO, IRIS. With the pace of technological advancements and market changes, it is crucial for individuals to constantly learn and adapt to stay relevant in their field.

Not grabbing opportunities:  Das opines, “Not taking enough advantage of all the opportunities that come by in the new workplace, can also be a career-limiting move,” Employees who don’t take initiative are often seen as disinterested or not passionate about their work. Therefore, it’s important to show the boss that one is willing to take on challenges and be proactive

“Managers should model professional behaviour, effective communication skills and a willingness to adapt to change. This can inspire employees to follow suit and maintain a healthy and successful career path.”

Ranjan Banerjee, group head-HR, Berger Paints

Communicating poorly: Lack of communication skills can hold employees back from achieving success. They may struggle to get their point across, misunderstand instructions or present ideas ineffectively. “To avoid this, employees should focus on improving their communication skills through training, workshops or coaching sessions. Additionally, they should work on being more self-aware and moderate their language and tone to suit the situation,” says Banerjee.

Not taking feedbacks: “Not taking feedback and suggestions from stakeholders for professional development,” observes Verma.
By not seeking out feedback from stakeholders, an employee may be missing out on valuable insights and perspectives that could help them grow and develop. This could lead to a lack of self-awareness and an inability to recognize their own blind spots, which could hinder their professional growth and limit their career prospects.

Pursuing unsatisfying career paths: “In the initial days of their professional journey, employees should refrain from pursuing an unsatisfying career or working for companies that are not to their liking,”advises Das. It can affect an employee’s motivation, job satisfaction and productivity. When individuals are not passionate about the work they do or do not align with the company’s values, culture, or goals, they are less likely to be engaged and committed to their work. “Therefore, employees should not take chances and give proper thought to the job they wish to pursue and not just settle for any option that comes their way. Their job must align with their future goals,” asserts Das.

“By taking initiative, managing time effectively, and maintaining a positive attitude, employees can avoid behaviours that limit their potential for growth and advancement. It’s important to stay focused, remain motivated and always be open to new opportunities and challenges.”

Amit Das, director-HR & CHRO, Bennett Coleman & Co

Behaving unprofessionally: “Employees who display unprofessional behaviour such as showing up late, being rude or spreading negativity can create an undesirable impression on their colleagues and superiors,” believes Banerjee. Unprofessional behaviour can quickly damage any employee’s reputation and limit their career opportunities as well.

To avoid this, employees should hold themselves accountable for their actions both within and outside of the workplace. They should be respectful to others, maintain a positive attitude and act with integrity.

Failing to adapt: The workplace is ever-changing, and employees who fail to adapt or take risks, can get left behind. “To avoid this, employees should stay updated with regard to industry trends, embrace change and be open to learning new skills. They should also seek out projects that challenge them and help them grow,” points out Banerjee.

Not developing learning and emotional agility:  “Not developing learning and emotional with diverse situations and personalities is a career limiting move for employees because it can hinder their ability to work effectively with others and adapt to changing circumstances,” points out Verma. In today’s workplace, diversity is increasingly prevalent, and employees must be able to navigate a variety of situations and work effectively with people from diverse backgrounds and personalities. This requires both learning agility, which is the ability to quickly learn and adapt to new situations, and emotional agility, which is the ability to manage one’s emotions and respond effectively to the emotions of others.

“To have a stable and healthy career, employees should set clear goals, continuously learn and develop their skills, build a professional network, be proactive and communicate effectively,” suggests Das. In his opinion, “By taking initiative, managing time effectively, and maintaining a positive attitude, employees can avoid behaviours that limit their potential for growth and advancement. It’s important to stay focused, remain motivated and always be open to new opportunities and challenges,” concludes Das.

Verma also shares, “Employees must invest in professional development, like acquire certifications, read books, attend seminars and try to focus on their learnings and take ownership for own development.” They can also network with coaches and have mentors to learn in a practical manner, and  take up projects that may not look attractive but have bigger value.”

“Managers play a critical role in development of their team members. In fact this is the difference between a manager and leader because leaders constantly invest in development of their team members,” says Verma. Here are some steps they can take:

Communicate expectations clearly: “Managers should communicate their expectations to their employees from the start and guide them on how to achieve them,” suggests Banerjee. They should be available to answer questions and provide feedback regularly.

Das agrees and adds, “By providing feedback mentorship, coaching and guidance, managers can help team members identify career-limiting moves and guide them towards a better career path.”

Building personal brand: “Managers can help team members build valuable personal brands based on their signature strengths,” points out Verma. This will ultimately help the employees gain confidence in their skills as well.

Provide opportunities for growth: Employees should be given continuous growth opportunities. “By creating a supportive and growth-oriented work environment, managers can help their team members achieve their career goals and aspirations,” opines Das.

“This can come in the form of on-the-job training, mentorship programmes, or professional- development workshops,” explains Banerjee.

Verma also explains, “Managers can help team members to create and own individual development plans based on their strengths and development areas.”

Encourage self-awareness: Self-awareness is key for employees to identify areas where they need to improve. Managers should encourage employees to be self-aware, provide feedback and offer recommendations for improvement.

Lead by example: “Managers should model professional behaviour, effective communication skills and a willingness to adapt to change. This can inspire employees to follow suit and maintain a healthy and successful career path,” observes Banerjee.

Varma also agrees and points out, “Managers should act as an enabler and help team members succeed by providing them coaching and mentoring and even help team members to have external coaches.”