- Despite organizational investment of time and effort in employee development, employees still report their development needs aren’t being met.
- Organizations often have a lot of development opportunities but need manager help to connect the right opportunities to the right employees.
- Employees commonly cite career-related reasons when asked why they leave an organization (McLean & Company Exit Survey, 2018; N=7,530). This represents a huge cost to organizations in terms of recruitment, training, productivity loss, and lost opportunity.
Need Extra Help?
Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
- Coaching is an effective way for people managers to influence employees and has a tangible impact on organizational results.
- Career path programs are not outdated, but they need to be approached differently – it’s less about creating a prescribed framework and more about creating visible opportunities.
- Development needs to be employee-owned and manager-supported, as well as organization-informed so it meets the needs of the organization.
Impact and Result
- Connect the right development opportunity to the right employee through an effective development planning process.
- Equip managers to empower employees to drive their own careers and provide them the tools to do so. Through manager-led development coaching, employees acquire a wide range of skills and explore their interests.
- Organizational benefits of development coaching include increased employee engagement, bench strength, and retention.