Key concerns raised at the Guidance Council annual meeting in London recently included lack of help from the boss and an absence of positive career progression within organisations.
According to the gathering, most employees are unlikely to find their line managers much help when it comes to career progression. Employers are too frightened about losing key workers to want to discuss their futures.
Dr Wendy Hirsh, a fellow of the NICEC, explained: “Employers are reluctant to offer career guidance to wide numbers of employees for fear of opening a Pandora’s Box of pent-up problems and frustrations troubling the workforce. What they need to realise is that adopting a more positive vision about career development actually makes people feel more valued and motivated, which can only benefit the organisation.”
Employers want to be seen to offer career development however at the same time in doing so employers are worried that equipping them with extra skills and experience will see them depart for jobs elsewhere.
As a result of these fears, employees are being deprived of advice, skills and experience that would make them even more valuable to their employers.
Hirsh explained to the meeting how employers could take a more positive approach to career progression: they should deliver realistic but positive messages to their staff; and be prepared to offer structured career development that gives employees a sense of direction.
Employers who operate as active career partners will not only retain good staff, but will develop a workforce that is motivated and equipped with the right skills to offer a flexible and valuable contribution to the organisation, she argued.
The meeting also saw the launch of a new Guidance Council campaigning agenda for guidance that encompasses all UK citizens.
Cathy Bereznicki, chief executive of the Guidance Council, called for high quality career guidance to be available to all, throughout their lives, and for it to be an integral and distinct part of all learning and working. She called for national coherence in career information, advice and guidance services throughout the UK, so that people can access the same quality of help no matter where they live.
3 Responses
Mentoring Initiative(s) can help Career Development
This is one of those funny/sad stories that I see all the time. The use of a company-wide mentoring initiative for career development does promote loyalty & espree-da-cour. Staff get to see that the firm cares enough to spend time & resources on them.
The use of online systems these days drops the cost per staff to an affordable amount so that everyone can become involved if they wish.
It is just sad that so many firms have not kept up with the times in Professional Development/Mentoring Initiative products that can improve the bottom line and retain staff.
ENCOURAGING NEW HEALTHCARE EMPLOYEES INTO THE SERVICE
I work for the Institute of Healthcare Management, an independent body that represents UK based healthcare managers in either the public, private or voluntary sectors.
We make it our policy to offer employment advice and guidance to our members and are just starting the first of a new range of career surgeries in London on 27th November 2003. These will not only be for members, to help them in their future employability, but also to non-members who might want to consider entering the NHS or other healthcare organisations as an alternative career option/move.
We see this as a positive approach to encourage mobilisation in the UK healthcare workforce sector. We are not linked to any one organisation and so can be impartial and objective in our support and advice.
Whereas it is true that this might encourage healthcare managers to move on, it is hoped that this may be to another more rewarding healthcare position which in turn is of benefit to all of us who use either public or private healthcare services.
With those entering the caring professions steadily declining, this can only be seen as a positive move to redress the balance and at the same time raise the game when it comes to management skills and abilities.
If you are interested in attending our November event just contact me direct on jozefa.fawcett@ihm.org.uk or on 07946 602 137
Take it higher, if all else fails
I had a confirmed place at Birkbeck College London, to study Law. I deferred the place for a year in order to apply to my employer for sponsorship. When I approached them, I was told that it was not ‘transport-related’ enough!! Considering that every part of our lives is governed in some way by the law I found that attitude bewildering. I subsequently had to decline the place at UoL.I found out through the grapevine that the individual concerned thought I might have left to become a solicitor. Well, at 47 years of age I would have thought that highly unlikely. The ironic thing is that one year on, I applied for a position in contracts and maintenance only to be told that ‘a good knowledge of contract law’ was a pre-requisite. Short-sightedness on their part, or career blockage I ask myself!! Take it higher if all else fails.