Career Lattice, Ladder, Path or Plan?
There is no simple, linear path to career nirvana these days - but that doesn't stop employees from shouting from the rooftops, hoping enough noise will show them the way. And whether a straight shot from the mailroom to the corner office ever really existed is debatable. Yet it's undeniable that today's workers are on a zig-zag career trajectory, and they're not sure they like the ride.
One thing is for sure: career management means a lot of different things to different people. Even within a company, it’s often unclear whether it’s a philosophy, a practice or a process.
“Career management”, however you define it, is a greater challenge now than it's ever been – for both companies and employees. Slashed training budgets, scant communication efforts and managers with larger and more virtual teams all work together to build obstacles to feedback, personalized development and even one-on-one conversations between employee and boss. All of this makes for an even more difficult career management environment for employees who really want support and direction.
In many cases, too, companies have given up cajoling, training and threatening their managers with the task of developing their teams. And managers rarely receive proactive training anymore about how to coach, give feedback, manage performance or guide career development discussions with their people. So with no accountability, and no training on how do it, where are employees left?
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