6 Key Challenges in Designing a Robust Career Development Programme
Two key perspectives on employee engagement are observable when we talk to our clients. Employers, on one side, complain about the lack of engagement from the individuals they hire. On the other hand, one of the top reasons that employees leave an organisation or feel disengaged is that they don’t see sufficient career opportunities.
Obviously, there is a multitude of reasons for each viewpoint. But at the end of the day, we arrive more or less at the same conclusion: There is a significant misalignment between employers and employees — and what they expect from each other. After all, how can employees be motivated or engaged if they have nothing attractive and satisfying to which they can aspire? Further, how can employers motivate their employees if they offer nothing innovative in return except a pay check, week after week? To ensure that employees successfully participate and excel at work requires, on the employer’s part, a career development programme that meets their needs while providing the talent to achieve the company’s goals.
The Underlying Issue
A win-win situation is possible, whereby employees can take advantage of a satisfying career path that simultaneously moves the company forward. But to reach this point, there must be an understanding of the…
