Traditional career paths no longer exist in organizations today. Instead, offer your employees dynamic development and learning opportunities that provide them with the skills they need to move up and around your organization. Learn how to create development programs that utilize performance plans, stretch assignments, departmental rotations, and coaching and mentorship to prepare employees for new responsibilities.
Explore Podcasts, Webcasts and Executive interviews from the Human Capital Institute (HCI) to learn best practices and new ideas from thought leaders on career development.Read more
Recently, I was asked to counsel a group of angry 40-something managers on career advancement. These Generation Xers felt they were caught in between “greedy” Baby Boomers, who won't move over to give their generation a shot, and “entitled” Millennials, who won’t put in a decent day’s work.
Generational influences play a significant role in shaping our values, motivations and behaviors. Nowhere are those influences more apparent and the behavior more divergent than in the workplace. Take the Baby Boomers. Their large numbers drove them to be competitive in all parts of life, including work. In their push to get ahead Boomers added a full month’s worth of work per year to their schedule. Now that they are ready to recalibrate work and life, things have gotten complicated. Past spending habits and drops in retirement portfolios have made the prospects of even gradual retirement obsolete for many.