Let’s Talk About Career Management…

Anne Dunn to Facilitate PSPS Meeting
August 3, 2017
Wilmington ExecuNet Meeting – August 2017
August 9, 2017

In today’s hyper competitive talent market, highly skilled employees are in demand and therefore have many employment choices. As the data shows, they are taking advantage of them. They are quick to pursue other opportunities when a job falls short of their development expectations.

Workplace trends:

An innovative and increasingly popular tool for retaining key talent is Career Management. In today’s business environment, talent is the major differentiator. And developing that talent is one of the most significant drivers of employee engagement… which in turn is the key to all of the good business outcomes you seek: revenue, profitability, innovation, productivity, customer loyalty, quality, and cycle time.

Why does the organization care?

A Career Management Initiative drives:

  • Development of internal talent to meet the organization’s strategy
  • The succession planning pipeline
  • Retention of top talent
  • Increased employee engagement

Employee engagement is the emotional commitment the employee has to the organization and its goals.  This emotional commitment means engaged employees actually care about their work and their company.  They don’t work just for a paycheck or just for the next promotion, but work on behalf of the organization’s goals.

How do you implement Career Management strategies in your organization?

  • Create a Career Management function within your HR Department
  • Launch a Career Management Program, identify and recruit top talent to participate
  • Educate and train Managers around career coaching
  • Develop a Career Management site on your employee portal, identify training opportunities, post Career Management related articles
  • Provide career coaches
  • Create a mentoring program
  • Encourage and fund participation in professional associations
  • Hold internal networking events where employees can meet people from different parts of the organization
  • Conduct “stay” interviews to identify what is important to your employees
  • Provide opportunities for employees to sharpen their skills

When organizations help employees stretch, grow and engage in their own career management, their business benefits and they retain talent.

Sue McKelvey-Goggins
Senior Talent Development Consultant & Executive Coach
CCI Consulting
Susan Foy Hugo
Senior Talent Development Consultant & Assessment Specialist
CCI Consulting

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