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Career Growth
Giving your people the support they need to reach their career potentials.
OUR SERVICES
Giving your people the support they need to reach their career potentials.
One of our favorite career growth quotes is from Nelson Mandela:
“There is no passion to be found in playing small — in settling for a life that is less than you are capable of living.”
So, building a culture of opportunity means helping employees think big — and creating opportunities for them to reach their individual human potential. Career growth happens when an employee’s identity and personal goals intersect with a supportive culture and tangible opportunities for growth.
Career growth can mean different things to different people, including:
The best companies for career growth are paying attention to what the millennial generation values in employers. Research by PwC shows that 2 of the top 3 demands of millennials are about career growth opportunities for employees. The number 1 thing they look for in a potential employer is the opportunity for career progression. And the most important factor for millennials is a top-notch training and development program. Not surprising, competitive pay and incentives clocks in at number 2.
Failing to support employees’ desire to grow in their careers may be driving away your most talented people.
So, it’s clear what potential recruits are looking for. But despite the many opportunities that may exist in your organization, attracting and retaining talented employees requires that they actually perceive and experience a culture of opportunity. Thoughtful and inspirational communication in support of a culture of personal and professional growth will pay big dividends.
The Society for Human Resource Management (SHRM) cites several trends that point to the need for a culture of opportunity. It’s essential for human resources to provide paths and resources that can support personal career goals. But more importantly, employees will be more engaged when they see the organization cares about their success.
The reason career growth matters is the mindset that employees hold as they enter your workforce. With the breakdown of traditional labor arrangements and flatter organizations, employees often feel they are left to seek out their own career growth plan. With career development left to the individual, it becomes even more critical that employees perceive a range of options to get them to the next level.
According to Gallup, organizations that want to be among the best companies for career growth must embrace a “high-development culture.” The vast majority of millennials, for example, say that professional development is key. And the top reason they leave is a perceived lack of career growth opportunities.
At PartnerComm, we see 4 interlinked ways to create a passionate culture of opportunity that plays it big. Specifically, that vibrant culture of possibilities will value career goals and career growth plans as much as employees do. These overlapping pathways include:
It’s critical to leverage all 4 channels to help employees perceive opportunities and feel supported in acting on them. This belief is formed based on the experiences employees have in the organization, starting from onboarding onward.
Never mind what your recruitment literature says. When an employee arrives for their first day on the job, what is their actual experience?
Gallup notes several elements that employers should cultivate. It starts with building a career-minded culture employees experience from day 1. Make sure you’re able to answer these key questions:
Focus groups and brainstorming sessions are a great starting point for defining what employees value the most. It may not be what you think, and it will vary across employee groups.
An employer with a career growth culture doesn’t take a one-size-fits-all approach. It’s critical to offer — and to communicate — a variety of pathways for learning. Think about how these three types of opportunities will show up in your culture:
The ecosystem of training and development opportunities must be built with diversity, equity and inclusion in mind. Not everyone has the same kind of goals and needs. Making sure multiple avenues are visible is key to showing all employees their values and needs matter.
Employers can build a culture of opportunity starting with a Total Rewards brand and a strong employer value proposition, or EVP. Use your EVP to establish career growth and development as equal with compensation and benefits. The brand can’t just look and sound great. It has to reflect the lived experience at your organization. Key tools to consider:
Campaigns and branded portals are an excellent foundation. But smart organizations also pay attention to the everyday experiences of employees on the ground.
People, particularly millennials, want to feel part of something larger than themselves — not just what they personally can get out of life, but how everyone benefits. Building a culture that inspires may be less tangible than touting specific tools like tuition reimbursement, but is just as important. Try these tips for making employees feel valued and supported.
Finally, don’t forget about training and development for your people managers. Another dimension of career growth cited by Gallup is making sure managers know how to develop their teams. Remember, to create and sustain an opportunity culture, managers have to actually demonstrate they care about employee achievement. Tools for supporting managers may include:
PartnerComm recently worked with a leading infrastructure solutions firm to create an employee website focusing on building a culture of opportunity. Key topics include:
While the site is geared toward a manager audience, all employees have access to this culture-building content and online experience. The company reports this critical communication channel has helped to put career growth and opportunity front and center throughout all levels of the organization.