Can You Create a Career Path for Employees?
This is a follow up to my October 7 blog "Employees Want to Know: What is My Career Path?"
The key question is "Whose career path is it anyway?" Does a company direct what the dreams of their employees are? Even if the company makes use of the traditional motivational methods, Fear and Incentive, does it manage to determine where an employee may go with their work life 30, or even 10 years in the future? Not likely. There are too many variables in the work environment, business successes and failures and the economy in general for a company to have real control over the career path of its employees. The company can provide opportunities for career growth. But the path of an employee's career is more up to that person than it can ever be up to the company.
What determines the career path of an employee? First, it begins with their dreams. Where do they want to go in their work life? What position, what earnings, what status do they seek to attain? What do they want to achieve? More importantly, what is the true passion of their life, both in Professional and Personal terms?
Second, where do they see themselves today? When you phone someone to ask directions they usually ask you "Where are you?" This point of reference is needed in order to set a new direction. Self-evaluation and self-awareness are needed to determine where a person is in relation to where they want to go.
Third, what are the critical steps that will get them where they want to go. Yogi Berra said "If you don't know where you're going you'll end up someplace else." For career planning it is important to decide what goals you must achieve to help you realize your dreams. Then create action plans to enable you to reach your goals and set priorities to help you manage your time.
Companies, mentors, coaches and educators can help to move people along the path. It is necessary for the individual to set their path and follow their dreams.
The key question is "Whose career path is it anyway?" Does a company direct what the dreams of their employees are? Even if the company makes use of the traditional motivational methods, Fear and Incentive, does it manage to determine where an employee may go with their work life 30, or even 10 years in the future? Not likely. There are too many variables in the work environment, business successes and failures and the economy in general for a company to have real control over the career path of its employees. The company can provide opportunities for career growth. But the path of an employee's career is more up to that person than it can ever be up to the company.
What determines the career path of an employee? First, it begins with their dreams. Where do they want to go in their work life? What position, what earnings, what status do they seek to attain? What do they want to achieve? More importantly, what is the true passion of their life, both in Professional and Personal terms?
Second, where do they see themselves today? When you phone someone to ask directions they usually ask you "Where are you?" This point of reference is needed in order to set a new direction. Self-evaluation and self-awareness are needed to determine where a person is in relation to where they want to go.
Third, what are the critical steps that will get them where they want to go. Yogi Berra said "If you don't know where you're going you'll end up someplace else." For career planning it is important to decide what goals you must achieve to help you realize your dreams. Then create action plans to enable you to reach your goals and set priorities to help you manage your time.
Companies, mentors, coaches and educators can help to move people along the path. It is necessary for the individual to set their path and follow their dreams.
Posted by Gerald Bricker at 10/24/2011 1:30 PM 
Categories: grow business, team leadership, Business management, employee retention, small business, Entrepreneur, employee satisfaction, Leadership
Tags: leadership business growth employee satisfaction entrepreneur Business management employee retention management team leadership small business goal setting career path employee motivation
Categories: grow business, team leadership, Business management, employee retention, small business, Entrepreneur, employee satisfaction, Leadership
Tags: leadership business growth employee satisfaction entrepreneur Business management employee retention management team leadership small business goal setting career path employee motivation
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