Employee Career Advancement
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Employee Career Advancement
Every career keeps on evolving, and therefore employees want to safeguard their positions. Advancing one’s knowledge makes them marketable in the future job market, improves sustainability of work and life balance, and increases skills to fit in a different organization’s department (Kaye et al., 2019). Also, when organizations support career advancement, workplace engagement is enhanced. Apart from identifying employees’ personal career goals, an organization can use several strategies to advance workers’ careers for lateral relocation and promotions.
Organizations need to consider personal career goals for the workers. If the employees work remotely, the manager should set frequent meetings to interact and realize their career objectives. The concern does not only enhance productivity but also boosts employees’ morale since they feel valued. With the employees’ individual goals, the organization should develop a potential career path that unleashes its future. Secondly, the organization needs to promote virtual learning and training to fuel career development (Hedge and Rineer, 2017). The manager will therefore encourage employees to pursue relevant courses and workshops to develop their careers. Continuous learning updates workers’ knowledge and increases competitive advantage.
The third strategy involves job shadowing and employee mentorship. Mentorship programs are powerful tools that benefit the employees’ career development and the organization’s growth (UC Berkeley, n.d). The more experienced employees give new employees career guidance while the new employees provide new perspectives and technological advances. Lastly, the fourth strategy is to rotate employee roles. Job rotation is often a smart way to break monotony within the organization. The organization needs to allow workers to work in different but related departments, gain new skills, and better understand their workplace. Job rotation reduces the confusion during lateral relocation and increases inter-departmental collaboration. Therefore, employee advancement in career is necessary for any company since it offers both individual benefits and organization benefits.
References
Berkeley University of California (UC Berkeley). (n.d.). For career development. People & Culture. https://hr.berkeley.edu/hr-network/central-guide-managing-hr/managing-hr/managing-successfully/development/career
Hedge, J., & Rineer, J. R. (2017). Improving career development opportunities through rigorous career pathways research. https://doi.org/10.3768/rtipress.2017.op.0037.1703
Kaye, B., Williams, L., & Cowart, L. (2019, August 16). Help employees, managers recognize the why of lateral moves. SHRM. https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-employee-development/pages/help-employees-managers-recognize-the-why-of-lateral-moves.aspx
Question
Often times, employees come to a point when they are ready to advance their position or develop their skills further. How can an organization support individuals seeking to relocate laterally within their organization or advance their careers by moving into a position of higher authority within their organization?