Career progression; tips to develop your opportunities…

‘A third (33%) of UK employees say their career progression to date has failed to meet their expectations, with poor careers advice one of the reasons cited as stopping them from getting into the right jobs and bad line management preventing them from getting on once in work.’ - CIPD

A recent CIPD study into the views of UK employees on career progression found that three in ten (29% of the 2000 surveyed) felt that they could not show their strengths or potential due to being in the wrong job role. Also identified as a reason for career disappointment by 34% surveyed is the lack of effective training programmes to aid progression. If you are among those struggling with career progression try these steps.

Develop Relationships

A study by the Guardian found that just fewer than 50% of employees feel uncomfortable discussing career progression with their managers with those between the ages of 16-24 the least likely to do so.

Understandably, conversations with management can be difficult to broach, however it should be the case that management encourage progression to achieve retention of staff and a positive working environment. Invested employees will always be an asset to the company, so seek appropriate opportunities to discuss your continued career at your current company. This is particularly important if you feel your job role stifles your ability and potential offering; remember, if you are a valued employee your employers will rather place you in a role you can excel in than lose you altogether.

Work on relationships with management by demonstrating your desire to contribute further to the company. Seeking an appropriate time to discuss with them how you feel you can excel best will resolve whether your current company is the right place for you or whether you should look for employment elsewhere.

Engage and Develop Learning Opportunities

Most companies will have a CSR policy which encourages employee learning and development. In many cases this is under used by employees when it is in fact a valuable opportunity to tailor training to their needs. Effective learning and development benefits the employer and the employee, so don’t be afraid to put forward suggestions if opportunities aren’t readily made available to you.

Phrase suggestions positively so that management can understand the benefit that training you will have on the business will encourage their engagement. Whilst employers may be reluctant to offer training if they feel they are only preparing you for alternative employment, they will likely be enthusiastic if you can propose direct business problems which you can solve for them with the correct training. In turn, look at the training already offered by your company and consider how well you are utilising it.

Often training and development isn’t as well advertised as it should be. Delve deeper into the benefits of your company and ensure that you are applying yourself to the opportunities on offer. This will reflect well on your commitment to excel in your role and will add conviction to any future suggestions you may have as you’ve proven yourself to be an employee with a view to bettering the business.

The statistics used in this blog have been sourced from the CIPD Employee Outlook study. Based on this we will be offering a part two to this blog as a guide for how management can improve career progression opportunities for staff. Remember to follow us on social media to keep up to date with future posts.

Twitter : @SandersonPlc

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