Reflect, set goals and make your decision, and you’ll find yourself on the right path." Antoine de Saint-Exupéry If you’re anything like the average working person, you can expect to change careers five to seven times in your life. The best way to be prepared for it is to make a plan!
Where succession planning is carried out on a ‘top down’ basis in response to organizational needs, career pathing is driven by the employee.
The aim is to bridge the gap between the two and in doing so improvement engagement, reduce attrition levels and create a positive culture that attracts more talent to your brand.
Both career pathing and succession planning must be carried out as stand-alone exercises which enable HR to identify the similarities and highlight the disparities between employee expectations and aligning skills with business goals and strategies.
Research from Gallup suggests that listening to what your top performances value most helps to improve retention and improve your company culture.