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Career Pathing
An Overview & Tips For Implementation
Talent management experts understand the importance of ensuring that top performers progress through their organizations to maintain a competitive edge. Great leaders understand the importance of employee engagement as a key driver of retention. Let's look at some facts:
One study indicates that 70% of the factors that attribute to retaining top performance are related to leadership and engagement (2006, Human Capital Management).
A recent Gallup Poll cited the need for employees to have interesting job responsibilities and a clear growth pattern as a driver of longevity.
With job abandonment on the rise – one study showing 1 out of every 3 voluntary terminations in the quick service restaurant industry (People Report, 2006 SULEP) – leaders must be called upon to clearly show employees the career opportunities that exist within their organization and what it takes to achieve more responsibilities and career progression.
Organizations with a formal communication vehicle for open restaurant management position had 18% less turnover than organizations with no formal communication (People Report, 2006 SULEP).
The solution leading companies have discovered is called Career Pathing. This dynamic process enables leaders to engage their employees in interesting job responsibilities, architect a clear growth pattern, and show employees career opportunities through formal communication channels how they can realize their future within the organization. This is a winning combination of many successful organizations.
What Are The Critical Elements Of Career Pathing?
A visual map that communicates the career progression available to all employees
Detailed, high definition competency models and behaviors that outline clear performance expectations
Competency-based selection and development tools and processes
Performance management and succession planning tools and processes to measure progress
What Are Key Guidelines To Create & Implement Career Pathing?
Ensure all career pathing tools and processes are aligned with the company vision
Customize the career pathing map to the culture of your organization
Identify specific, detailed behaviors for each position along the career path
Include a variety of entry points and alternative routes along the career path
Use an integrated approach to connect selection, development, performance management and succession planning
Evaluate an individual's position readiness using benchmarked analyses
Utilize validated, position-based assessment tools for your career pathing evaluations
Create developmental plans to help propel individuals along your organizational career pathing
Understand the types of experiences necessary to be successful in each role along the path
Plan a comprehensive communications plan to introduce Career Pathing and educate mangers on best practices
What Are The Benefits Of A Competency-Based Career Path Process?
