Nowadays, not investing in the development of employees means making them obsolete in due time. Most organizations understand the importance of employability, resulting in important efforts directed towards development and agility. This is only appropriate, as focusing on employability is part of building sustainable careers for the individual, the organization, and society as a whole.
In this blog, I want to show that building sustainable careers is about integrating the organizational and individual perspective on development and careers, and I want to give HR professionals some tips on how to go about this.
What I see within organizations is that ‘(career) development’ is often interpreted strictly from an organizational perspective. Organizations tend to ask this question: “What are the competencies this person needs to develop to stay relevant for our business?” Where answering this question may have been enough in the past, in the contemporary employability labor market, answering this question equals selling employees short. The reason is that this question does not include the individual perspective on both development and careers. Meaning that the employee’s definition of career success and his or her personal aspirations are not being taken into consideration.
The reason I put so much emphasis on the individual perspective is twofold:
I think that the organization that takes responsibility for sustainable careers is the one that is willing to seek the answer to the question: “What can we do to help this person consciously build a sustainable career vision and what can we do to facilitate it?
The arguments are many:
Here are some tips to include the individual perspective (what does the employee desire?) in development efforts:
In the current employability context, we need to find ways to integrate the individual and the organizational perspective in development, work, and careers. This can be done in an evidence-based way, through integrating Career Intelligence into your approach. This way, we are building sustainable careers.
Written by Lesley Vanleke, Zest Academy Partner TalentLogiQs
Developed and validated by TalentLogiQs®, a spin-off of the University of Antwerp, the Career Fitness Profiler is an evidence-based questionnaire that provide insights and facilitate conversations related to talent and succession management, career development, mobility and stress/wellbeing.
The highly interactive Career Fit-Stop was developed with the University of Antwerp based on the latest science on contemporary careers. It creates a burning platform to kickstart career ownership, mobility and employability agendas within your organization.
We work one-on-one with employees who want to develop a vision and strategy for their career, who are in a career transition due to a reorganization, or who feel disengaged and stuck in their current role.