Stop talent drain with career activism, says Penna
25 March 2015
Organisations need greater ‘career activism’ from employees and managers alike to help progress individuals’ capabilities and to develop the group’s talent resources, urges Bev White, managing director of HR and recruitment consultancy Penna’s Career Services.
Thu, 26 Mar 2015
Organisations need greater ‘career activism’ from employees and managers alike to help progress individuals’ capabilities and to develop the group’s talent resources, urges Bev White, managing director of HR and recruitment consultancy Penna’s Career Services.
A career activist is “an individual who believes their career is their responsibility, positive-thinking, active, wants to develop skills for themselves and who doesn’t look to the company with ‘What are you going to do for me?’ ”, White told Recruiter.
For companies, career activism involves managers opening discussions with their employees about what is important to them and actively “helping them to be their very best selves”, White said.
Recent research reflects a significant percentage of employees aiming to move on from current jobs with most of those perceiving that they cannot further develop their careers where they work now. To open a discussion with clients and other HR professional about this potential talent drain, Penna last week hosted a series of virtual events around various aspects of career activism.
Effective career activism requires managers to put solid coaching skills to work and to be able to provide employees with “a safe environment” to discuss their aspirations. These requirements likely mean that managers must be upskilled to work with employees in this way, White said.
Also, White said: “We know we as organisations own part of this. And we need to make clear about the skills we need. Not all organisations are super clear in their approach to ‘This is where we’re going’.”
Conversations about organisations’ futures, skills that will be needed and how individuals can be part of the agenda must be made a priority, White concluded.
A career activist is “an individual who believes their career is their responsibility, positive-thinking, active, wants to develop skills for themselves and who doesn’t look to the company with ‘What are you going to do for me?’ ”, White told Recruiter.
For companies, career activism involves managers opening discussions with their employees about what is important to them and actively “helping them to be their very best selves”, White said.
Recent research reflects a significant percentage of employees aiming to move on from current jobs with most of those perceiving that they cannot further develop their careers where they work now. To open a discussion with clients and other HR professional about this potential talent drain, Penna last week hosted a series of virtual events around various aspects of career activism.
Effective career activism requires managers to put solid coaching skills to work and to be able to provide employees with “a safe environment” to discuss their aspirations. These requirements likely mean that managers must be upskilled to work with employees in this way, White said.
Also, White said: “We know we as organisations own part of this. And we need to make clear about the skills we need. Not all organisations are super clear in their approach to ‘This is where we’re going’.”
Conversations about organisations’ futures, skills that will be needed and how individuals can be part of the agenda must be made a priority, White concluded.
- Want to comment on this story? The Comment box is at the bottom of the page. Sorry for the glitch but just scroll right down and share your opinions!
