Employee career development is more than skills training or even job promotions. It’s about supporting people’s long-term career goals and helping them be their best selves personally and professionally, whether that means they’re with your company for 10 years or 10 months.
Active career planning with employees is essential to the long-term health of a company and helps build a strong employer brand. It also allows you to upskill your workforce and build more engaged, high-performing teams. Unfortunately, too many companies are still not investing as much (or at all) as they should in a formal career planning process.
According to the latest study from 15Five, 48% of employees said they had not yet had at least one conversation with their manager about their career vision, and 40% said their organization does not offer learning and growth opportunities like IT training. subject matter, seminars, guest speakers, leadership training, or online courses.
So why don’t more employees have access to career development opportunities? And why aren’t more managers talking to their people about their career goals? We tried to get to the bottom of these questions in our 2023 Manager Effectiveness Report. Read on for our insights on key data and takeaways.
Data shows employees and managers are not on the same page about career development
Our study uncovered several significant gaps between how managers view things and how employees view things, and the topic of career development is no exception. We found that managers overestimate how often they talk to their employees about career planning, and that opportunities for advancement aren’t as clear to employees as their managers may think.
Eighty-five percent of managers said they have at least one conversation with every employee about their career vision, while only 52% of employees said their managers have had such conversations with them. And while 57% of managers said their organization provides clear paths for advancement, only 36% of employees agree.
These discrepancies provide pretty strong evidence that many managers are out of touch with their direct reports when it comes to employee growth and development.
Business and HR leaders must also step up support for employee career development.
While it’s a manager’s responsibility to have career discussions with their direct reports, managers shouldn’t take all the blame (or even most of it) when employees don’t get the support they need. To find the root of the problem, you need to look at the leadership and company culture they have created.
Nearly half (47%) of the employees in our survey said their organization doesn’t provide clear paths for advancement or they aren’t sure if it does. Executive and human resource leaders are essential to building a strong foundation for employee development and growth, and ensuring that career opportunities are well communicated to both managers and employees. They must also put in place the processes and tools that allow managers to have regular professional conversations with their teams.
As Jennie Yang, 15Five’s vice president of people and culture, says: “To promote career and professional development, organizations need solutions that unlock the potential of every employee. The right tools help provide a consistent experience around the career path, drive job satisfaction and retention, and show employees and managers that they are investing in their future.”
Employees work harder for managers who care about their career growth.
If you’re worried about employees career planning their way out the door, fear not. In fact, some people may choose to leave your organization as they outgrow their current role. However, in most cases, investing in an employee’s career growth and development will help them become a top performer for their current team and will further likely to stay.
Our study found that 67% of employees report that they work harder for a manager who cares about their growth as a professional. Effective managers are champions for their direct reports, providing them with the tools and support they need to build thriving careers.
Managers need to be active champions for their people, helping them navigate career options and open doors to new opportunities. Meaningful professional conversations will include setting goals and working with employees on a roadmap to reach those goals. Many employees can become strong managers within the organization themselves.
Professional conversations should be ongoing, not once a year.
Things move fast in today’s world, so waiting for an anniversary or an annual performance review to discuss employee growth plans with your people won’t cut it. Employees’ personal interests and goals can change over time, and if they don’t have regular professional discussions with their managers, they may miss out on great opportunities.
The career paths of most people today are not linear, and “climbing the ladder” is an outdated way of looking at career growth. Managers should regularly talk with each direct report about their personal strengths and interests in order to develop the goals and opportunities that are right for them.
Career conversations need to be embedded into the day-to-day of managers and employees through 1-on-1 meetings, check-ins, and other regular points of contact. You can also set aside dedicated time to talk exclusively about personal development and career goals. Don’t wait for your employees to mention career planning – start the discussion as soon as possible and let them know you’re committed to their long-term growth and success.
Learn more in the 15Five Manager Effectiveness Report for 2023
We surveyed 1,000 managers and 1,000 employees across the US on tracking productivity, manager effectiveness, training and development, and career growth. See what our study found about how employees and managers In fact they feel about learning and development in their organizations and how it impacts their career decisions.
Get the report >
