Cup of coffee on calendar with Goals for the Week
|

Employees and Employers Have Roles to Play in Career Development

ByMike McBride Reading Time: 1 minute

The HR Bartender website has a two-part look at what each should bring to the Career Planning game:

Career Planning: The Organization’s Role in Creating Employee Success

Career Planning: The Employee’s Role in Driving Their Success

The reason I enjoyed both of these is because I also think that both sides of the equation have a role. Yes, I’ve always been the first to tell people to not wait for their employer to develop them but to take charge of that process themselves. Nothing in these articles changes that. However, it does add something:

Helping employees find a successful career path is in the best interest of the organization.

It is in your best interest to have employees who are growing and advancing in their careers. One is because they continue to become more valuable to the organization, which you need. Secondly, as they grow and become more valuable they are also more likely to stay. Turnover is costly. The organization can provide mentors and other resources that would be more difficult to do on their own. In return, they get employees who grow with the organization. Who wouldn’t want that?

Employees, you are responsible for directing your career planning. Employers, you can either choose to be part of it and likely be rewarded with growing and dedicated employees or you can watch them do all the work themselves and likely get hired away.

Neither choice is a guarantee but I know which one I’d bet on.

Similar Posts

  • |

    DE&I is More Than Race and Gender – Neurodiversity in the Workplace

    ByMike McBride Reading Time: 2 minutes

    We have so many companies complaining about finding talent, and we also have a massively underemployed group who could be great at these jobs with some small accommodations. I’m no data scientist, but this seems like an opportunity. The article above lists some considerations that could make a huge difference and help you find and retain talented people who need someone to understand that their brains work differently.

    This is what inclusion looks like too.

  • Worth Reading – Barriers to Psychological Safety

    ByMike McBride Reading Time: 1 minute

    Have employees given up on trying to change the workplace? If that many people don’t bother to speak up, that’s a condemnation of workplace culture. We all say we want engaged employees, yet many of them are disengaged to the point of not bothering to try to make a difference. 

  • |

    Linked – 8 Free Computer Forensics Training Resources for IT Pros (and anyone else)

    ByMike McBride Reading Time: 1 minute

    Because if you’ve ever wanted to learn a bit about forensics, you already know free information is hard to find. This article not only has a link to some free training, but also to forensic tools that you can use. http://www.techsupportalert.com/content/8-free-computer-forensics-training-resources-it-pros-and-anyone-else.htm Follow these topics: Links, Tech

  • |

    Asking for Help is a Skill You Should Learn

    ByMike McBride Reading Time: 2 minutes

    What I am starting to learn, and Gary writes as well, is that asking for help isn’t a sign of weakness but it might very well be an opportunity. It’s an opportunity to connect with other human beings at a personal level, it’s an opportunity to learn from the expertise of others, and an opportunity for them to put that knowledge to good use. It’s an opportunity to use that combined skill to create a better solution than I would have created by myself.

    Most of all hard problems are an opportunity to work as a team or a community, something that we all need as human beings. Whether you are anxious and need a friend to support you, or you can’t find the answer to a vexing technical issue, or you simply need some help learning a new skill, it helps to have people around.

  • |

    Financial Stress and Mental Health – Why Younger Employees Leave

    ByMike McBride Reading Time: 4 minutes

    I think this is interesting in a couple of different ways. Clearly, workers are putting a much higher value on their own mental health, and companies that don’t get that, and support it, are going to end up having quite a bit of turnover.

    But, the other thing that I wanted to think more about was what those specific reasons say about the mental health of Millennial and Gen Z workers. They seem to be dealing with a lot of stress around finances, and having that stress impact their mental health. Is that new? Or is it more likely that Gen X and Boomers have had those same stresses, but didn’t really identify them as mental health issues, like anxiety.

    I think there’s something to that. Not to start talking about how things were “back in my day”, but I don’t recall anyone talking about anxiety in the same way we talk about it now. I suspect that many of us had anxiety around finances, we just didn’t call it that, and our solution to that anxiety was, of course, to work harder and longer.

    And guess what? The next generations watched us do that, especially the Baby Boomers, and realized that it doesn’t actually work. Our mental health has sucked, for years, and we just didn’t admit it. They are willing to talk about it, and look for work that fits with lessening stress, especially stress that is related to finances.

    Now, you would think that if they had more stress around finances, they would also just “work harder and longer”, but that assumes that the relationship between employers and employees is the same as it was 25-30 years ago, and it’s just not. Companies come and go now overnight. They run out to hire when things are growing, and rush to fire when things are not growing. Whole industries barely exist anymore. None of us live in the same work world that we grew up in any more.

Leave a Reply

This site uses Akismet to reduce spam. Learn how your comment data is processed.

Your post must include a link to this post.

How does this work?
Write a response on your own website and include a link to this post. Then submit your response’s URL here. Your response may appear here after moderation. To update or remove it, edit or delete your original post and submit the same URL again. Learn more about Webmentions.