Such information can identify paths to help employees meet job qualification requirements. You should provide feedback by offering constructive comments when evaluating an employee's career aspirations. Avoid promising specific job availability, raising employee hopes, or projecting your own expectations on the employee's career objectives. Observing Often, too little time is spent gathering information and too much time is spent giving it. A lot can be learned about employees and their motivation through observation.
Observation includes getting feedback from the employee.
Although supervisors play a passive role when observing, a more active role is needed when focusing and directing. Through discussion with employees, you should communicate your observations, identifying experience, knowledge gaps, or behaviors that limit effective performance. The emphasis is on helping the individual to develop his or her potential and performance. Problems in Career Development Unrealistic expectations by employees are a major problem. Career development programs have the unintended effect of raising expectations of participants.