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Realize The Power of A Career Pathway

By Jonathan Reynolds

Realize The Power of A Career Pathway

By Jonathan Reynolds

To customize a career path, you have to ask the question, “Where do you want to go?”  

Statistically, an employee will leave you in the next 12-18 months. This statistic varies depending what generation the employee belongs to. 

How Long Average Workers Stay In Their Jobs for Each Generation 

Baby Boomers – 7 years 

Generation X – 5 years 

Millennials – 2 years 

Generation Z – 1 to 2 years 

For many, by the 1-to-2-year mark, they are already thinking, “What’s next?” If you can’t provide the “what’s next”, somebody else will. If you don’t take care of your people, somebody else will. If you don’t provide a career path for them, somebody else will.  

Typically, 55% of employees will leave for career growth. It’s not because they are running from their manager, but 55% will actually leave because of career growth opportunities. So, what career growth opportunities have you created or mapped out for every one of your employees? You will need to pause, sit down, and ask. 

If you want to get really raw, you can ask the employee, “If you were going to leave me today, what would the reason be? If you were going to leave the company and willingly resign today, for what reason would you leave?” Now are they going to give you a straight and honest answer? Maybe not. That depends on the culture and the transparency of your organization. But you want to get to that point where every one of your team members are honestly, openly, and transparently telling you where they want to be next. 

What is the next challenge that you’re helping develop them in? Don’t wait to do it next year. Start planning and helping them grow right now. Make it clear by saying things like, “I want to help you with your next promotion, and I hope it’s with us.” 

Are you developing your people in a way that is powerful, effective and helping them on their journey, while simultaneously getting what you want out of them? Because there is a deal. It’s not family; it’s business. You share the job that needs to get done and let them know how you are going to pay them and reward them if they get it done for the time they are with you.  

 

To customize a career path, you have to ask the question, “Where do you want to go?”  

Statistically, an employee will leave you in the next 12-18 months. This statistic varies depending what generation the employee belongs to. 

How Long Average Workers Stay In Their Jobs for Each Generation 

Baby Boomers – 7 years 

Generation X – 5 years 

Millennials – 2 years 

Generation Z – 1 to 2 years 

For many, by the 1-to-2-year mark, they are already thinking, “What’s next?” If you can’t provide the “what’s next”, somebody else will. If you don’t take care of your people, somebody else will. If you don’t provide a career path for them, somebody else will.  

Typically, 55% of employees will leave for career growth. It’s not because they are running from their manager, but 55% will actually leave because of career growth opportunities. So, what career growth opportunities have you created or mapped out for every one of your employees? You will need to pause, sit down, and ask. 

If you want to get really raw, you can ask the employee, “If you were going to leave me today, what would the reason be? If you were going to leave the company and willingly resign today, for what reason would you leave?” Now are they going to give you a straight and honest answer? Maybe not. That depends on the culture and the transparency of your organization. But you want to get to that point where every one of your team members are honestly, openly, and transparently telling you where they want to be next. 

What is the next challenge that you’re helping develop them in? Don’t wait to do it next year. Start planning and helping them grow right now. Make it clear by saying things like, “I want to help you with your next promotion, and I hope it’s with us.” 

Are you developing your people in a way that is powerful, effective and helping them on their journey, while simultaneously getting what you want out of them? Because there is a deal. It’s not family; it’s business. You share the job that needs to get done and let them know how you are going to pay them and reward them if they get it done for the time they are with you.  

 

Post Categories: Insights
Date Published: Jul 26, 2021
Post Categories: Insights
Date Published: Jul 26, 2021