Worth Reading – L&D’s Role in Employee Retention: Developing Career Pathways That Keep Talent Engaged
I’ve been thinking about this topic ever since I started seeing the surveys that have shown many younger workers are not interested in becoming managers.
I’m not sure many organizations are designing career paths that allow someone to advance without becoming a manager, yet still grow in their careers. We haven’t been creative enough to create those career paths, nor have we been curious enough to determine what younger employees want from their jobs.
Yet we know that employee retention and engagement are improved when we have a plan for talent development
The question is, what’s the plan? How do you give someone room to grow, learn new skills, take on more responsibility, etc., when they don’t want to manage? There are ways to do it. There are always new areas of the business to explore and skills that would benefit the company. That’s not usually the problem. The problem is generally that these opportunities are not offered to people. When was the last time a manager discovered a need for something new in their team and considered who on the team had the skill to learn how to do it, and had the available resources to help develop that skill?
It’s much easier to look for someone with those skills and let the people already on the team continue doing what they’re doing, but have you stopped to consider the ramifications that a lack of growth opportunities has on employee morale and retention?
Do you care?
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