As HR Professionals have you ever stood in front of an employee group as you were sharing your company’s new employee development program and you get mostly blank stares, maybe one or two heads nod. I have, and it’s frustrating.
It’s time for us to change the dialog; it starts with changing the implied employee contract. At StangerCarlson, we believe that Developing Leaders and Growing Talent are differentiated by a Career Development Center. Since 2011, 10,00 Baby Boomers turn 65 each and every day. The need for skilled, knowledgeable workers continues to grow at a rapid pace. The Millennials are moving into leadership and managerial roles at a record pace. In the utility industry alone, the needs are staggering. That’s only one industry.
Enter in the New Employment contract based on the principle that employees are afforded a clear path to development, allowing them to strengthen their abilities and marketability during their time with the company.
In turn, the employee needs to embrace experiential learning and become life long learners. This means an employee must realize that there is a need – knowing self and using self-knowledge. Early in my career used reflection, documenting lessons learned after each new experience or project to help me understand where I needed to develop. Performing reflection with a clearly articulated company Career Development Center will act as a catalyst for employee growth and career progression. Remember, it’s not just another HR program – it’s about developing you.