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Is your career management programme stuck in neutral?

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Career management programmes are failing employees, who believe they need to leave their current workplace in order to advance their careers.

Despite career management programmes being designed to help staff advance in their careers within an organisation, research from Towers Watson has found both employers and employees alike think the business is missing the mark.

The damage of being “stuck in neutral” is worrying, given four in every 10 high-potentials said they feel the need to change jobs and switch companies to move up the career ladder. This figure is also the same when taking into consideration the entire workforce.

These findings, from a career management research paper, also found organisations are having a hard time attracting top performers (65%) and high-potential employees (64%).

This is despite both employers and employees valuing career development highly. Employers cite it as the number one reason talent join their organisation, while employees cite a lack of career advancement as the second most important reason to leave.

RELATED READ: 3 ways to own your career development

This is perhaps no surprise, given that only 48% of employers said they have formalised career frameworks in place for staff.

Furthermore, one in every three employers say their managers are not equipped to conduct effective career development discussions.

“While it might seem simple enough to organise jobs, provide career planning tools, define competencies and communicate opportunities, the reality of building an effective career management program is more complicated, said Renée Smith, a talent and rewards director at Towers Watson.

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