Darwin, August 1, 2003
BY CHUCK MARTIN
Although the lack of career development opportunities was high on the list of reasons people leave their jobs in one Gartner study, less than half of those companies offered adequate career development. In another study, only 28 percent of employees said they were satisfied with educational and job training programs, and 22 percent were satisfied with promotion policies. Only 28 percent of the companies had established formal career development processes.
We've deal with this one before. The article quotes a manager who laments:
Letting people learn enough to do well sounds like a winner to me. Taken to extremes, however, it backfires. Bankers have told me about withholding training mainly to keep others from poaching their tellers. Geez. They could extend that to hiring, too. Only offer jobs to people so incompetent that nobody else would ever want them.
As to the article in Darwin, the companies discussed would be better served by making their organizations more enjoyable places to work. I bet there's a high correlation between poor career development plans, dysfunctional reward systems, inadequate job descriptions, unclear objectives, heavy-handed top-down control, and turnover.
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