Use a framework that supports career development and strong performance.
Advancing employee well-being — in terms of health, wealth and career — is the key to recruiting and retaining the best talent, and to ensuring a productive workforce and sustainable business results.
Organizations are learning that the workforce policies and practices in place today are, at best, the springboards to tomorrow’s success — success not only in economic growth but also in employee engagement and, ultimately, employee retirement security. A crucial aspect of that success is organizational commitment to career progression. It calls for strong communication and transparency from management about how employees can be more effective in their jobs and grow their careers.
"... the career framework clearly outlines the relevant career levels and job families within the organization. It clarifies how the levels reflect meaningful differences in impact and career progression and helps employees understand career options and development opportunities."
But employers often fall short of that ideal, and need strategies for structuring career pathways — more accurately, a career frameworks strategy — so employees can advance in synch with organizational needs. Recent data reveal the urgency of the situation.
Mercer’s 2015 survey, “Employee Views on Moving Up vs. Moving On,” polled 1,520 employed workers in the United States and Canada, and found more than half (51 percent) say they receive “no input” or “input only once in a while” from managers on how to perform better in their roles.
"For employees, career frameworks provide the ability to understand how their role supports the business and know what competencies are needed, measured and rewarded."