The way we do business is constantly evolving – disruptive technologies such as AI and biometrics, cloud technology, the war for talent, changing demographics and a difficult economic environment – all mean that our organizations are redesigned with implications for the whole workforce.
At 10Eighty we have long championed the need to address employee engagement as a route to creativity, collaboration and improved productivity and profits. We believe that organizations need to maximize the development of their talent pool with robust career planning and development opportunities. Employees are the real source of value in any organization and it’s crucial to define and enable career growth and development – to show employees career pathways that work for them.
It should be part and parcel of your employee value proposition to delineate clear roles, pathways and role criteria to allow the employee to navigate career options. Plainly it is not a one-way street for the organization to enable employee career planning because it allows management to plan for critical roles with a talent pipeline that capitalizes on their human capital. Successful career planning which allows employees to achieve their goals and objectives in alignment with organizational goals affords employees job satisfaction while improved productivity and profitability leads to the success of the organization.
Employee expectations and engagement
It makes sense to leverage the strengths and potential for growth of your employees. Good staff want to grow and learn, they need development opportunities and encouragement to build skills and to enhance their personal growth and professional options. Meeting employee expectations with regard to career growth and providing development opportunities will lead to decreased employee turnover and enhance employee engagement; it’s also likely to improve staff wellbeing and reduce absenteeism.
Enabling career planning shows employees that the organization looks after their people in seeking to help them meet their personal ambitions and aspirations with the organizational career framework. The obverse of this coin is that attention to what their employees want allows the organization to plan ahead for skills that will enable the achievement of corporate strategy.
Good career planning motivates, inspires and encourages the employee to reach for personal growth and development while enabling the organizational talent pipeline and succession planning. Enriching the employee career experience provides greater job satisfaction and productivity at an individual level while offering greater organizational agility and mobility of their human resource for the leadership team.
Employee experience and empowerment
We work closely with Fuel50, their CEO, Anne Fulton says that “creating agile career paths to match employees’ different talents, values, and aspirations to business requirements, delivers a powerful payoff – stronger engagement, higher productivity, and optimized talent.” This is a powerful element of the employee experience – when the organization helps employees to understand career options and their transferable skills and development potential for career progression they become an employer of choice where people want to work.
This about empowering employees to understand key career drivers, creating motivating career pathways linked to current role and goals aligned to their values and aspirations while ensuring the organization has the right people and resources for a sustainable future – the right people, in the right place at the right time.
At 10Eighty we believe that constructive and connected conversations between managers and employees is the best route to enhance career development and performance at work, creating a place where employees actually want, not need, to show up to work.