A recent survey conducted by Right Management highlights a critical disconnect between leaders and employees regarding career growth and support within organisations. As companies strive to foster environments where employees can thrive, the findings indicate that many workers feel lost and stranded in their careers, suggesting a need for urgent reassessment of career management strategies, to bridge the career management gap in organisations.

Key Findings:

1. Diverging Definitions of Career Success: While 32% of leaders view career advancement as the primary measure of success, only 16% of employees share this perspective. Instead, employees prioritise long-term professional growth, which includes continuous learning and meaningful work.
2. Lack of Effective Career Support: Although nearly half of leaders believe they provide a culture of career support, only about one-third of employees report that their managers have engaged them in effective, individualised career conversations. This discrepancy highlights a significant gap in perceived support and actual guidance.
3. Inconsistent Career Planning: The survey reveals that while 69% of leaders think employees have a career plan, only 27% of employees affirm this. Many employees are navigating their careers without a clear map, exacerbating feelings of being stranded.
4. Limited Visibility into Opportunities: Employees often underestimate the career options available to them within their organisations. More than half of leaders see multiple potential career paths for their employees, but less than a quarter of employees recognise these options.

Implications for Career Management Strategy

The career management gap in organisations is an issue. The survey results suggest that organisations need to rethink their career management approaches to better align with the actual needs and aspirations of their employees and bridge the gap.

Here are some critical implications:

• Reimagine Career Growth Definitions: Organisations should broaden their understanding of career success beyond traditional advancement. This includes recognising diverse career pathways that resonate with employees’ skills, interests, and long-term aspirations.
• Enhance Manager Training: Leaders play a pivotal role in career development. Organisations should invest in training managers not only to provide support but also to actively engage in meaningful career conversations with their teams.
• Foster a Culture of Individualised Support: There should be an emphasis on creating tailored career support systems. This can involve mentorship programmes, career coaching, and structured pathways that guide employees through their career journeys.

Recommendations for Organisations

For organisations to bridge the career management gap effectively, they should consider adopting the following strategies:

1. Evaluate Current Career Support Systems: Assess what career development resources are currently available and how well they meet employees’ needs.
2. Implement Regular Career Conversations: Encourage managers to hold regular one-on-one discussions focused on career goals, aspirations, and available opportunities.
3. Expand Career Development Training: Provide training for employees on career planning and self-advocacy to empower them to take charge of their career paths.
4. Enhance Internal Visibility: Create a centralised platform for employees to explore available career opportunities, mentorship programmes, and skills training.
5. Measure and Adjust: Regularly collect feedback from employees about their career development experiences and adjust programmes accordingly to ensure they remain relevant and effective.

The findings from Right Management’s survey serve as a wake-up call for organisations to realign their career management strategies with the evolving needs of their workforce. By prioritising individualised career support and fostering open dialogue, companies can enhance employee engagement, satisfaction, and retention. In doing so, they not only invest in their employees’ futures but also strengthen their own organisational success.

For more insights and to access the full report, visit Right Management’s State of Careers Report.

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