Giving Career an Organic Growth

Careers Analysis Cooperation Data Development Concept

The technological progress has definitely helped numerous organizations to manage time properly. But, the downside is that just by making the technology available without any instructor to moderate the training sessions will lead to chaos and confusion. The fully-automated or do-it-yourself exercises available online haven’t made any mark. This is because with the machines, there is always the option to skip the evaluation stage. Whereas a live instructor will keep checking up with you to gauge your progress and improvement.

Earlier, the organizations used to be responsible for an individual’s career growth, but now the onus lies with the employee himself. In such an environment, the linear growth of careers is extremely difficult to achieve. Hence, industry experts now advice a more Organic, Personal, and Preference-Driven approach to work. Job satisfaction is the new mantra for success.

Mantra of Career Growth

The following points outline the mantra of career growth −

  • Transform yourself using strengths to be a better employee and performer.
  • Increase professional network to include people outside your department.
  • Assessing skills and see their relevance and value in the current job scene.
  • Learn new skills that improve your primary skills and complement them.
  • Be resilient to changes in job scenario and be adaptive to the job scenario.

The last point, particularly is an important one. Employees often make the mistake of assuming that their strengths are the absolute ones. However, even a little change in the working environment could change their strengths into unrequired or irrelevant skills. So, it is very important to keep a reality-check on what new skills can be learnt, in tandem with the ones that an employee already uses at work, so that the employee can be prepared for the future changes in the market.

Organizational Career Management

Organizational Career Management

Even as employees are being held responsible to develop their careers, many organizations still want to be involved in encouraging individual efforts. This is especially in the fields of higher learning, creative thinking, innovative approaches and being resilient to changes in business environment.

Many organizations have gone a step further and provided career programs like mentoring, facilitating organizational intercommunication, explaining corporate responsibility and other such options. These programs have resulted in more commitment and a greater sense of satisfaction among the employees.

How Organizations Handle their Workforce

Organizations Handle

Organizations also understand when they recruit highly-motivated and creative people to work with them. Once they become employees, they will not only use the organization as a place of learning but also to pursue personal development. These people won’t find it difficult to locate alternative sources of employment if they perceive their current company to be not focused towards development or growth.

To prevent this exodus of talent from their workforce, organizations have now started paying acute attention to the ways in which people are looking for motivation now. With this information coming thick and fast from all circles of business, organizations have stopped prescribing a – one size fits all formula for all its employees.

The organizations have understood that employees are more interested in working in careers that give them a self-serving, psychological success, instead of a linear hierarchical growth prospect. This is because no organization can any longer claim to have a homogenous working environment that can ensure the candidates the same job responsibilities for a long period of time.