Yesterday the CIPD, in partnership with Halogen, released the findings of the Autumn 2014 Employee Outlook survey.
With one in three employees stating that their career progression to date has failed to meet their expectations, the results are a bit of a wake-up call for employers.
The survey of over 2,500 employees found that more than a quarter (28%) of them are either dissatisfied or very dissatisfied with the level of career training and development offered by their current employer.
These findings are a firm endorsement of the importance of the line manager – employee relationship, and the need for the line manager to understand, manage and coach each employee as an individual and to appreciate their specific motivations and drivers.
This infographic highlights the findings in more detail:
Autumn 2014 CIPD/Halogen Employee Outlook infographic
What can employers do to understand and manage employee career expectations?
1. Invest in career development. It can help you to retain key employees and provide a pipeline of great talent for corporate growth. To do this well, organizations should give managers the tools and training they need to ensure feedback and performance conversations are future-oriented and focused on developing and evolving the skills of employees.
2. Conduct regular career management discussions. Ensure managers engage employees in regular discussions — at minimum once per year — about career development and progression. Again, give managers tools and training to do this well.
3. Align career development to business goals. In this way career development supports the individual employee in growing skills, knowledge and experience in a way that supports the strategic goals of your organization. It’s win-win!
4. Help employees develop the knowledge, skills and experience they’ll need for their next job. Yes, their next job. Why? Hopefully, their next job will be with your organization. By recruiting and filling roles from within you can increase employee retention, and maintain valuable corporate knowledge, intellectual property and memory.
So what do you think of the Employee Outlook results? We see it this way: if high employee satisfaction and engagement are linked to higher performance, productivity, retention and business results — then supporting your employees’ career development and progression makes good business sense.