A committed employee is involved in their work and feels that they belong to a specific corporate culture. This type of employee is therefore more productive and more likely to consider their long-term professional life in your company. To have committed employees, however, you must meet their aspirations and offer them a work environment that is as pleasant as it is stimulating. The answer to this challenge is perspective of evolution professional. Let's discover together how it can help you engage and retain your employees by showing them that their professional future is flourishing within your company.
What is an evolutionary perspective?
The perspective of evolution refers to the professional opportunities of an employee according to his abilities, his desires and his environment. It is, in a sense, linked to personal development, because any employee who wishes to develop professionally must necessarily constantly develop their technical and behavioral skills.
Depending on the circumstances, we can distinguish several types:
- Internal development perspective: A key element in securing career paths, internal development meets the need for professional mobility employees.
- External development perspective: To develop their career or succeed in a particular professional project, some employees make the choice to leave their company by applying for an external position.
- Professional retraining: After taking stock during a skills assessment or following a personal question, an employee may express the desire to change sector of activity or profession. It is generally in order to find his path that the latter then carries out a professional retraining.
The perspective of evolution is therefore a process by which employees use their skills to grow professionally and personally. New professional desires or a desire to better reconcile professional and personal life are among the situations where the perspective of evolution becomes essential for an individual.
Why is the career development of each employee essential?
Offering professional development to your employees is not an option, it is an obligation. Indeed, while talent management is a question of productivity, the career management of employees is a legal obligation.
Every employee must benefit from a professional interview at least every two years. As part of this exchange, you must make an inventory of the employee's missions, but also of his prospects for professional development. In addition, this obligation applies to all employees, whether they are on permanent contracts, fixed-term contracts, full-time or part-time.
Thus, career support is a necessity for the employer. Indeed, your learning policy must enable everyone to adapt to the evolution of jobs, technologies and organizations.
What is the impact of a good career perspective on employees?
For the human resources department, taking into account the skills needs of your employees and offering them a real perspective of development is very relevant. Managing professional careers effectively is in fact a good way to put your company's human capital at the forefront. You increase the performance of the company while meeting the profound expectations of employees. This is how you can maximize their engagement.
To convince you of this, let's study Some figures on the relationship with the work of employees :
- 47% of employees report a loss of meaning; (alan, Mental well-being barometer, 2022)
- 2 out of 3 employees are ready to earn less money for work that makes more sense; (Alan, Mental well-being barometer, 2022)
- The possibility of changing jobs within the same company is an attractive option for 70% of employees; (Welcome to the jungle, Employer brand: a generational question?, consulted in January 2024)
- 51% of employees believe that they cannot evolve in their work. (Healthy Business, Giving back career prospects to employees, 2024)
We can see that employees are looking for meaning and show a real desire to change their professional situation. Moreover, it is interesting to note that for the majority of them, internal evolution meets their needs.
And the numbers demonstrate the importance of career management, as 41% of employees stay longer within companies that focus on internal development (LinkedIn, What if your next hire was already working for you?, page viewed in January 2024) and 94% say they would stay longer if the company invested in learning actions. (LinkedIn, 2019 Corporate Training Report, 2019)
A well-conducted learning project is therefore one of the keys to retain employees and boost their commitment to your company.
How does vocational learning ensure good career management?
Human resources management cannot therefore ignore vocational learning. If you want the employee to be engaged and productive, you must in fact integrating learning with career management.
And this learning must be omnipresent throughout the employee's professional life within the company. From the recruitment process to the change of position internally, continuing education stimulates and supports the prospect of professional development.
THE, the Skills assessment, the CEP (Professional development advice) or the GPEC (Predictive Management of Jobs and Skills) are all ways to help employees reach their goals and manage their careers effectively.
By identifying learning needs following professional assessments, you can then deploy a personalized learning plan. The latter must be aligned with business goals in order to meet the development needs of the employee, but also the needs of your organization.
One analysis of employee skills and an appropriate response should allow you to meet everyone's expectations. By doing so, you ensure the resilience of your business, because your employees have skills that are regularly updated and they are productive. Employees, on the other hand, want to get involved and are committed, since they understand that it is a win-win relationship.
By doing so, you attract and retain talent, so they will have every interest in joining a company that offers learning path consistent with its employees. Thus, vocational learning and career management are closely intertwined. It is in fact not It is not possible to develop professionally, or even stay in a position without continuous learning.
The perspective of evolution: an essential lever for commitment
The learning meets personal and professional growth aspirations. By meeting the needs of employees and supporting them in their professional development, you are acting not only on their motivation, but also on the performance of your company. Development and learning must therefore become pillars of your corporate culture… You can then improve employee satisfaction and retention while stimulating innovation and competitiveness within your company.
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