This November, people and organizations across the country commemorated National Career Development Month. The initiative has historically focused on career development for students but is becoming increasingly relevant for every member of today's workforce. With one-third of employees leaving jobs in part because they crave more career development opportunities, it's more important now than ever for employers to support and invest in initiatives that drive career growth and engagement. However, with an overwhelming number of solutions available, many struggle to identify what's effective for their teams.
When it comes to career development, companies aren't meeting their employees' needs. Our firm's recent survey found that while 98% of employers say they offer career development tools, just 26% of employees feel that their employers' tools deliver development well. A one-size-fits-all approach doesn't work. Employers need to have the right conversations and use the right tools to determine the best course of action for different individuals and teams.
Our survey also found that companies believe more than half of their employees have formal career plans, yet only a quarter of employees report having one. So, employers who support their people in establishing a career development plan are already making a big difference. The details of each plan will vary from employee to employee, but elements such as goals, skills and future roles should be addressed.
Understanding each employee's motivations and needs will help companies identify development opportunities that resonate. For example, at my company, we have a conversation with each employee to identify top motivators in their career — things like recognition, culture, impact and work-life balance. These intrinsic motivators set the stage for career development efforts. We also ask them what they see as their ultimate career destination and what skills they think they'll need to get there.
Goals are an important part of our lives in and outside of work. Whether it's securing a certain number of new sales leads or saving enough for a down payment on a new car, establishing a strategy and tracking progress is key to achievement. A conversation on individual career goals should always start with how they align with team and company goals as well as help employees see how their contributions ladder up to the larger business objectives while still supporting their own career development.
In addition to meeting their goals, employees are actively seeking out new skills throughout their careers, both on their own and through employer-supported initiatives. As today's business landscape continues to transform, the need to develop new skills will remain a priority for employees, and employers will need to offer learning opportunities to retain talent. This can be accomplished in a variety of ways, including establishing a learning library for self-directed development and offering opportunities for coaching and mentorship. It's also important to include transferable skills that will be applicable from job to job.
While employees will be empowered to pursue career development opportunities on their own, it is important for companies to support these opportunities and encourage them to remain engaged throughout the process. Check-ins and conversations with managers, coaches or mentors will help employees stay on track with their career plans. Day-to-day work is a necessary part of achieving career goals, but these conversations should also focus on what career development needs are being met and what areas still need some work. Having conversations frequently and in a meaningful way gives employees a sense of purpose and growth that they desire.
Career development is a lifelong enterprise that we should focus on during all months of the year. Employers and employees can work together to establish a plan that identifies goals and skills that not only support business objectives but also meet the individual needs of employees to help them have a fulfilling career.
