The desire for career growth is not a given among employees. Not everyone wants to rocket up the corporate hierarchy. After all, not everyone has huge career ambitions – some people just want to pay their bills. It does not mean that the employee is inferior. Such a worker delivers stable performance over many years and forms a solid pillar on which you can lean in crisis situations if they are properly appreciated and motivated.
Employees who want to move up the ladder are mostly motivated to achieve self-imposed goals and are willing to do things above and beyond the call of duty to do so. The second group is made up of exceptionally skilled workers who perform above standard and bring innovation and ultimately higher sales to the company.
Either group represents a major advantage. When properly motivated and rewarded, they are an extraordinary asset that can benefit the company for years after their departure.
In almost every company there would be at least one smart or predatory employee. It is not uncommon to invest in these people, either through training or various bonuses.
In fact, 78% of employees said in the Mercer study that they would stay longer with their employer if they saw career advancement ahead of them. When you calculate that an employee’s loss costs the company up to a third of their annual income, it’s worth considering incentivizing the employee to stay with you longer. It should definitely be part of your HR strategy.
Career drift is the second most common reason employees consider leaving a company. Those who don’t see career opportunities are four times more likely to leave, and in the following year.
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How do employers feel about career development?
Only 28% of companies consider internal candidates when filling vacancies. Less than two-thirds of employees feel they have potential career opportunities in their current job.
If you don’t encourage career growth in your employees, they may feel wronged. In the future, this may not make for “good blood” within the collective, which again can impact productivity and work efficiency.
There is no need to panic. According to a 2017 survey by BlessingWhite, up to 85 percent of the workforce sees no problem with staying in the same job as long as they can continue to develop their skills.
What does this imply for you? Support people who want to learn, grow and benefit the company. On the other hand, accept employees who have been doing the same job for years, feel comfortable and have no desire to develop further. Their steady approach to their duties can come in handy during times when the team starts to fall apart or the company is going through a more turbulent period.
