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Is career progression important to my staff?

This is a topic that regularly comes up whenever discussing retention, candidate attraction, company growth and so on. We’ve asked organisations, we’ve asked professionals, and we’ve asked ourselves what exactly is career progression, and how important is it really?

Due to this being a hot topic we have done some research on our candidate base. To no surprise it’s shown that career progression is vital in producing a well-rounded job offer that appeals to your desired candidate, and as a key to retention. A lack of career progression is the main reason people decide to change jobs, followed by a lack of new challenges, dissatisfaction with pay levels and not enough training or development opportunities.

Here are four strategies you can use to offer to existing and current employees outstanding career progression.

1. Development Planning

Development planning empowers staff to formalise their own career goals and learning objectives. By offering development plans you and your staff can sit down and agree to a set path of action and have clear objectives to work towards. This eliminates any “grey” areas involved and what they need to do in order to move forward into their next phase.

2. Provide feedback

Employees will look to leadership for feedback, although you may give feedback on an ad hoc basis, it is important to have structured scheduled review sessions where this takes place, be it weekly, month, or quarterly. Giving constructive feedback provides employees with direction and  the tools to better themselves professionally and ultimately a more engaged employee.

3. Training and development

Training and development programs should be offered to employees to enhance their existing skill sets, and learn new skills. These sessions can be internal or outsourced and it shows the company’s interest in improving its staff. The return on investment for employers is usually worth the outlay as employees will feel more engaged and challenged.

4. Customise your approach

A blanket approach is not ideal, what works for one person most likely won’t work for the next. It is vital to take into account the person your addressing and their role, tenure, qualifications, personality if the plan of action or training is not targeted based on the specific individual,  it will be a wasted investment.

Engaging your staff by continual training and  a clear path for progression will help to increase employee retention and satisfaction.

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Erica Lindberg

Erica Lindberg

Erica has almost ten years of recruitment experience in the secretarial & administrative support, IT, HR and commerce spaces. In Erica’s current role as Director – Secretarial & Support and IT, she is responsible for the management of approximately 30 temporary and permanent recruitment consultants, who specialise in IT, commerce, personnel, human resources, administrative and secretarial support. Prior to joining Robert Walters, Erica worked for Masterson Personnel in the United States. Erica has gained broad industry experience, dealing with clients, candidates and internal personnel at all levels in productive recruitment environments.

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