Engagement and Careers: the new bargain between employer and employee

Evidence already abounds of the positive link between employee engagement and productivity¹, but the fact remains that 4 out of 10 employees worldwide are not engaged².  So how can employers more effectively ignite the flame of engagement and accelerate its impact on results?

CareerCENTRE Analyse then Plan

A survey from the newly-launched CareerCENTRE™ , [a partnership between 10Eighty and Career Engagement Group] of nearly 1800 HR and other management professionals  both in the UK and globally, shows that the most effective way forward lies in a step-change in focus on career management.

Survey results show that:

UK HR professionals are hungry for career development….

  • 71% regard their career as the priority in their view of work-life balance (v 36% globally)
  • 75% would use their own time to further their careers and take on additional learning that would benefit them at work
  • 74% are not interested in a career break (nearly 50% have already taken one)

…but feel frustrated in their attempts to accelerate their career development…

  • 35% want more work responsibilities and believe they can contribute more
  • 31% want to accelerate or fast-track  their career development
  • 55% (v 25% globally) are moving into specialist rather than leadership roles

The consequences are stark for employers who ignore the danger:

  • 17% hope to leave their organisation in the coming year, while 50% and 60% plan to leave within the next 3 and 5 years respectively

… but the potential is great for those who embrace the challenge.

  • Less than 20% are very satisfied with their career development opportunities, but those who are will be more likely to plan to remain with their current employer

Employers clearly need to do more to develop careers of their staff in order to secure increased engagement and productivity. So what can be done? As a starting point employers need to accept there are no longer in control of the career development process within their businesses. The CareerCENTRE™ survey shows that employees want organisations to support them in the following areas:-

  • 60% – externally run workshops and training
  • 46% – online learning opportunities
  • 44% – mentoring
  • 26% – opportunity for study leave
  • 21% – sabbaticals
  • 20% – external secondments
  • 20% – stretch assignments

The flexible nature of many of the increasing methods of career development mean that it will be employees, rather than employers, who will increasingly dictate the pace at which learning takes place.

careerCENTRE™ supports staff to develop career plans

This is why we have launched careerCENTRE™ , which is designed to help employers to help staff better understand themselves – their values, motivators and talents – in order to put together a career plan. A successful career is all about planning and those who do are much more likely to achieve their goals.

This also helps their managers to listen and understand better their aspirations and provide jobs that challenge and stretch them. And a coherent career plan that both understand also, as our survey shows, increases the chances of employee loyalty.

There is a new bargain emerging between organisations and those that they employ. Employers need to provide ongoing support for career development while employees need to take up the opportunity of everlasting employability that this provides. The result should be a highly engaged workforce happily stretched with satisfying jobs and rewarding careers, higher productivity for the employer and stronger bonds of loyalty between the two.

¹ “The Evidence” – Employee Engagement Task Force – and many other surveys.

² Aon Hewitt – 2012 trends in global employee engagement

Michael is Chief Executive of 10Eighty. 10Eighty is a career and talent management consultancy that helps organizations maximize the contribution of their employees by ensuring satisfying jobs and careers for their employees. Michael is a Human Resources professional, having worked in the National Health Service, Insurance, Commodities and Derivatives industries. He has worked within the career coaching business for fifteen years, both managing a £7 million business and delivering bespoke, one to one career coaching. In the last 15 years Michael has run businesses that have helped 75,000 people make successful career transitions. He is a frequent commentator in the press/media, which includes a range of topics on “successfully managing your career” and talent management. Most recent media mentions have included BBC South, CNBC, Radio4, Financial Times, City AM, Financial News, Evening Standard, The Sunday Times, The Grapevine and HR Magazine, to name but a few. He writes a careers column for People Management, a blog for the Human Resources Magazine and is a regular contributor to The Thompson Reuters HR Portal. Michael is known as a thought provoking speaker in the HR industry. In the last 18 months, Michael spoke at the Careers Partner International Conference, NHS breakthrough conference, NHS North West Leadership Academy, London School of Economics, University of Westminster’s Talent Management Conference, ICAEW Finance Directors Conference, CIPD learning and development conference and CIPD branch seminars. He is also Chair of the CIPD’s Central London Branch. Additionally is a non executive director of Marshall ACM, an e-learning company and the Total Reward Group, a compensation and benefits consultancy. Michael plans to publish his book “The guide to everlasting employability” in the Autumn 2012. He has just launched an iphone app “careers snakes and ladders” and an online interactive version of the book in collaboration with Marshall ACM to coincide the launch of his new business 10Eighty. Michael has a degree in Economics, a MBA from Warwick Business School and is a Fellow of the Chartered Institute of Personnel and Development. He holds an accreditation from the British Psychological Society for the use of psychometrics. Michael has completed the Fairplace Internal Accreditation Programme, the training element of which is externally recognised by the Association for Coaching. Michael Moran was until January 2012 Chief Executive of Fairplace and a main board director of Savile plc, the career and talent management consultancy. Fairplace is part of the Savile Group, an AIM listed plc. The Savile Group was placed 16th in the Sunday Times top 100 small companies in 2010.

Posted in Career advice, Developing yourself, Employee engagement, News

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Michael Moran – CEO 10Eighty

A blog about career and talent management, things that might help you with your career and in your job.

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