The IT industry is changing faster than ever. It’s going through a number of major shifts at a global level – and those changes have an impact on the way businesses operate. The introduction of new innovative technology is driving dramatic changes in service delivery and these new IT innovations demand additional training and qualifications to keep pace, which increase the risk of major skill shortages in key business areas.
An inability to address skill gaps costs companies each month. Learn how using career paths can create the skills and talent needed to close the gaps.
Starting a career pathing program at your organization is not a difficult journey but there are checkpoints that need to be reached in order to complete the trip to your final destination. View this infographic to learn where you need to go and what you need to do when you’re on The Road to Career Pathing In Your Organization!
Career development is essential to today’s workers. Employees are eager to grow in their careers and advance within their organizations. Companies unable to facilitate that growth will continue to be plagued with engagement and retention problems. There are two main options for moving a career forward – up the career ladder or through the career lattice. But what does that growth look like?
Employees want to understand what is required of them to change roles or advance in their careers but the necessary processes may not be in place. By understanding how to help employees develop career paths, you will soon be able to provide employees with a clear road map to career development and growth. If employees are left to guess and wonder what steps they need to take, you will likely find them moving to another company that can meet their needs.
You know the basics: Career pathing boosts employee engagement, improves retention, and significantly increases customer satisfaction and overall profitability. You’re sold. You want to start implementing a career pathing program at your company today. The only problem is you’re not sure where to start.
What Is Career Pathing? Understanding The Answer To Today’s Biggest Workplace Problem Employee engagement is the holy grail of the modern workplace. Despite insights into the problem of a disengaged workforce, however, statistics on engagement have hardly changed in more than a decade. (On average, two out of three employees remain disengaged.) New evidence, however, supports…
There are several reasons why companies have not implemented career pathing: Years of traditional employee processes; resistance to changing those processes; fear of employees expecting advancement once they have a career path; belief that these solutions are costly and time-consuming; and expecting implementation will be complex and resource-intensive. In reality, understanding the steps involved in implementing a successful career pathing plan helps ensure a smooth transition for the company, rapid implementation time and immediate as well as long-term ROI.
Four-and-a-half years. That’s the approximate length of time the average employee stays at one job. Younger employees hop more often, however, with most leaving a mere two years after hire. With disengagement rates topping 71.1% in the Millennial workforce, this is hardly a surprise.
Lack of engagement is a wide-spread problem according to numerous studies, with anywhere from a fifth to 84% of employees claiming to be actively unhappy at work. The vast majority of these employees are also considering or have considered quitting. Desire to “move up the ladder” and “lack of opportunity for advancement” were cited as major reasons for this desire by 20-30% of respondents in one study. In fact, according to that same study, the vast majority of employees feel “stuck” in their careers, with less than 25% able to see a clear career path in their current job.