In the ever-shifting landscape of professional development, the aspirations and expectations of talent progression are evolving. According to the Workplace Learning Report, the top priorities for 18-to-34-year-old professionals revolve around opportunities for career growth and the chance to learn and develop new skills. In this dynamic environment, fostering progression has become not just a strategy but a necessity for organisations aiming to attract and retain top talent.
Clarity as the foundation
Progression is not a one-size-fits-all journey. Employees need clarity on their career trajectory within the company. Have a think about these three essential questions:
1. Next career steps: What role can employees aspire to next?
2. Actionable path: What steps do they need to take to reach that role?
3. Organisational support: How will the organisation facilitate upskilling and progression?
Without this clarity, there’s a risk of losing top talent to organisations that provide a more transparent and supportive environment for career growth. As Ivy House advocates, “The journey of self-discovery is the foundation of meaningful progression.”
The changing landscape of talent movement
Traditionally, companies could expect to fill vacant roles with candidates similar to those who left. However, the reality is shifting. Globally, only 35% of individuals who quit in the past two years took a new job in the same industry. This trend is even more pronounced in specific sectors like finance, insurance, and the public and social sector.
To adapt to this changing landscape, organisations must recognise that talent movement goes beyond linear career progression. It’s about empowering individuals to explore and understand their strengths, allowing for lateral movements and field changes. As Elke Edwards, Founder of Ivy House, emphasizes, “True development means supporting individuals to operate in their element, playing to their strengths wherever they may lead.”
Cultivating an ecosystem of development
The evolving demands of talent necessitate a shift in organisational culture, ecosystem, and development strategies. It’s not solely about climbing the corporate ladder but also about lateral movements that align with an individual’s purpose.
Organisations should look to create numerous opportunities for individuals to connect with their purpose and bring greater value, not only through upward progression but also across different fields. Development initiatives should be designed to support these diverse paths.
Meeting talent wants and needs:
To meet the desires of modern talent, organisations must create a culture that supports growth and exploration. Individuals seek:
1. Clear culture: A culture that values development and growth.
2. Ecosystem support: An ecosystem that encourages lateral moves and field changes.
3. Purposeful Development: Initiatives that align with personal purpose and strengths.
Organisations that authentically embrace the developmental needs of their talent are better positioned to create lasting impact.
In conclusion, the paradigm of linear progression is transforming into a multidimensional journey. If you can actively support this evolution, you will be better equipped to not only attract but also retain top talent, ensuring a workforce that thrives in alignment with their individual paths of growth and purpose.
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