Offer Your Employees a Satisfying Career

According to the Merriam-Webster dictionary, career is defined as a profession for which one trains and which is undertaken as a permanent calling. Socially speaking, career has taken on an underlying meaning – and it’s not about the salary or the raise, it’s about personal success and knowing that your work is meaningful. Talent Management.com contributor, Christopher Rice, also CEO of BlessingWhite Inc., notes that the big thing to offer employees is the prospect of a satisfying career.

Talent managers may be up in arms due to the vast majority of employees actively looking for different jobs … This number has doubled since 2008 and tripled in China, according to a report titled “2011 Employee Engagement Report” from BlessingWhite. What can you do to minimize faltering employee engagement? Try to stick to things non-monetary.

Eventually all employees are going to be hungry for a change. The key is to keep the fire burning for advancement within your organization since jumping from one employer to the next isn’t a big no-no anymore. Let  your employees know what advancements are possible. As a talent manager, it’s imperative that you balance the needs of the company as well as the employee.

Careers are much more fluid and dynamic than they used to be. That’s exciting for employees – and sometimes intimidating. There may be fewer restrictions, but there are also fewer clear-cut paths for growth and development on the job.

You’ve been responsible for obvious career advancement points like raises and promotions. Personal success and satisfaction are harder to pin-point. Creating clear communication channels with your employees will make this part easier. A comprehensive career path program must begin with clear conversation. These conversations may not generate a significant change in position, but it can create changes to the employee’s current job that keeps them satisfied until another opportunity arises.

Three ways you can help your employees’ career path continuation and contribute to the overall success of the organization are:

1. Consider the organization’s strategy, future needs, most pressing team priorities and the work that needs to be done today.

2. Consider the employee’s talents, experience, interests, goals and preferred working conditions.

3. Consider the work that needs to be done – on the team or elsewhere in the organization and determine which assignments fit that person’s skills and interests.

Most employees are looking for an advancement that allows for more meaningful or interesting work. When speaking to your employees about career advancements, let them do the talking. If you give them the opportunity, they’ll tell you what they want. Let them know that advancement is about creating a great portfolio and executing projects well. Emphasize that they can focus on work they enjoy – this will keep them engaged and will help your organization succeed. To read more about how to offer satisfying careers to your employees, click here to read the full article.

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