#Nextchat: How to Win the Talent War on Your Own Turf

     

One of the top reasons employees leave organizations is the lack of career development and advancement opportunities.

Although individuals are ultimately responsible for their own career development, organizations play an important role in helping employees along the way. By providing opportunities for workers to expand their experiences, knowledge and skills, as well as by giving them the right tools and resources and removing obstacles, managers can promote a healthy culture of commitment in their organizations.

Career progression in today’s world of increasingly flat organizational structures is not so much about promotions but building lateral experiences that will expand skills and experience.

In the SHRM blog post How to Win the Talent War on Your Own Turf? Help Employees with Their Careers, Paul Wolfe, the senior vice president of HR for Indeed writes, “When more companies had hierarchical structures, there were a lot of conversations about climbing the career ladder. Today, conversations should be around the concept of career maps, which can also include horizontal segments. To adapt, employers should emphasize developing transferable skills and broadening work experiences—and de-emphasize titles—within their organizations.”

Managers play a key role in employee development and should make constant communication a priority. There should be a “regular dialogue between managers and their team members about career paths and skill gaps,” says Wolfe. “Start by holding regular ‘stay’ interviews with your staff. When you meet, ask questions about their career goals. But also, be prepared to offer advice on the smart approach to building a career in today’s environment.”

Organizations that commit to investing time and resources into employee development will inevitably see higher levels of happiness, engagement and retention. 

What is your organization doing to encourage development and promote a more diverse set of experiences and skills in your employees?

Please join @shrmnextchat at 3 p.m. ET on December 6 for #Nextchat with special guest Senior Vice President of HR for Indeed Paul Wolfe @pwolfe67. We’ll chat about what HR and people managers can do to make employee development part of a successful talent retention strategy and a culture of growth.

Q1. How does your organization currently assist employees with career development?

Q2. What gets in the way of employee development (and how are you overcoming those obstacles?)

Q3. What do today’s employees want and need for more meaningful employee development? What are they asking for? 

Q4. What innovative programs or practices has your organization developed to encourage greater employee development?

Q5. How does your organization use new HR technology to help employees think about their development and their next steps?

Q6. Stay interviews are critical components of an employee retention strategy. What questions should organizations be asking employees during stay interviews? 

Q7. What are the cultural characteristics of organizations that are getting employee development right? 

Q8. What career/employee development advice is outdated—or no longer applicable—in the 21st century workplace? 

 

If you missed this #Nextchat you can read all the tweets in the RECAP here

 

 

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The SHRM Blog does not accept solicitation for guest posts.
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