On top of that, HR people need to work harder to deal with urgent challenges around reorganization, skills shortages, inclusion and reintegration of their workforce. In some organizations, career development may have fallen off the agenda, where survival was key, and employees worked remotely.
But now is the wrong time to drop a career from your employee offer. The second half of 2021 is the time to hone your ongoing career development plans to make sure they meet new organizational priorities.
Our recent conversations with HR leaders suggest that many are re-evaluating their career offerings by tackling three challenges.
Retaining talented employees with career support
problem: The severe pressures of the epidemic have led many to question their role, purpose and suitability between their work and their future. This has led to a loss of talent when employees look elsewhere or just resign.
solution: Support employees in developing a career that tells them what they need to do so that their work and future in your organization will work for them. Only investing in career development can be enough to retain people, but the best programs, such as Be Bold in your Career, use a customized coaching approach so that employees can tailor their actions to meet their personal and career needs. Help employees see the opportunities they face and how these fit into their lives.
2. Perform hybrid work to work
problem: The past year has shown that employees can work well remotely, but have missed out on benefits in the workplace. Career development, creativity and networking were adversely affected. Some studies point to the potential for a gender gap in the future – when more women choose to work from home. How can you make sure employees do not miss out on the benefits of the workplace that promote both job results and careers?
solution: Understanding the secrets of good career management helps employees identify what can be done remotely and why it is important to use the workplace. Career health testing tools like our CareerPulse (part of the Be Bold program) offer actions to take an proactive approach to prioritize career development and plan what they need to advance in a hybrid work world.
Ensuring comprehensive career development
problem: Organizations work hard to ensure proactive and biased formal recruitment and promotion processes. However, less is often done about more subjective aspects of development – such as project opportunities, outreach and even talent identification – to ensure they are equal.
solution: Significant change requires interventions on multiple fronts. One simple action is to use career development coaching on a scale to equip everyone with the skills to support their career. A good online program prevents inclusion by giving everyone the tools to promote their unique brand and history, develop their network of career supporters and be willing to take advantage of opportunities.
While the rest of 2021 will undoubtedly raise new challenges, what is certain is that we should all be able to recover and reinvent the pace. It’s a time for more action and less reflection.
Adding one or two simple career tools is a cost-effective way to solve human resource challenges in 2021, without reshaping your entire offer. In 90 days from now, you could just complete a new career learning for hundreds of colleagues to prepare them for new ways of working. Who said big organizations can’t move fast?