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?
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