We know a Gen Xer who graduated from a good school, had internships along the way, got a job in his field right out of college using his major (his parents rejoiced), and now finds that his day-to-day life just isn’t what he thought it was cracked up to be. He’s unfulfilled in his job and isn’t sure what move to make next.
He’s not alone. And it’s not a generational problem, either. We’re here to tell you, feeling unfulfilled by your career can and does happen to anyone. A recent Gallup poll showed that only one-third of Americans feel engaged in their work. One-third? Really? Are most of us just phoning it in, spending the bulk of our lives doing work that doesn’t mean anything to us? If that’s really the case, you’ve gotta wonder what’s powering our economy.
This news isn’t good for companies, and it sure isn’t good for HR. But career coaching can help. It creates a sense of empowerment and, just as important, a sense of possibilities for good employees who might be wondering what’s next, and how they can climb the ladder and get to where they want to be. it’s about creating a bridge. And, if Gallup is correct, two-thirds of employees need that bridge.
We do career development, so we’ve seen a thing or two. It starts with career planning. This means self-discovery and career path exploration. It creates a road map toward aspirational goals and how the employee might get there. Do they need training? Technical skills?
Another key is holding that employee accountable for those goals, and doing course correction if necessary.
The end result is an employee who sees the road ahead at your company, and that can be a rare commodity these days. Offering career development options to your employees shows your commitment to them and their futures, which drives their engagement.
It’s a great way to ensure that you don’t have unengaged people phoning it in, wondering what’s next. You’ll be answering that question for them.
Want more information? Contact us. We’re happy to help.
