|As you know, a career ladder refers to promotions that advance staff members to the next grade or level. But did you know that according to a Gallup® poll, when it comes to opportunities for career advancement, a whopping 67 percent of staff are dissatisfied.Maybe your agency or department recently downsized and put career development on hold. Reducing training and professional development might solve an immediate budget constraint, but it will cost you long-term. Think about the training costs associated with a new staff member and the impact on productivity. According to the Society for Human Resource Management (SHRM), if an agency replaces 30 staff members quarterly, it will spend $360,000 annually for recruiting, interviewing, hiring, and training.|
By keeping your team moving up the career ladder, you’ll increase staff satisfaction, decrease turnover, and improve productivity. Simply put, human capital development will keep your agency healthy and happy. Not only that, but career development can be a powerful and affordable way to engage your workforce in tough times and be the biggest bang for the proverbial “taxpayer buck.”
So what can you do to help your staff move up in your agency? Here are some tips to help them get to the top.
Keeping your career ladder in tip-top shape
Climbing up the career ladder can be challenging. If you’ve ever climbed an actual ladder, you know it is a vertical and difficult process, one that requires attention and confidence. But by making a few simple changes in your agency, you can make it seem less intimating, and hold the ladder as your team members climb to the top.
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“Strategy Execution ResourcesFor Executives, Managers and Employees.” How to Write an Employee Development Plan. N.p., n.d. Web. 22 May 2013.
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