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5 TIPS ON ALIGNING CAREER GROWTH OPPORTUNITIES WITH ORGANIZATIONAL TALENT
PRIORITIES

Career growth and talent priorities should always be connected. Here's what you
should know about what happens when these two misalign and how to prevent it.


BY KEITH KEATING

MARCH 29, 2023

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This article is part of a 4-part series on aligning employee career growth
opportunities with organizational talent priorities. Check out the other
articles here.

People are the most important asset in any organization. Talent development
professionals aim to ensure those people have strategic developmental
opportunities that match organizational goals. After all, matching the alignment
between the people and organizational goals is vital for fostering resilient
foundations of an organization’s sustainability. 

Organizations must put forth consistent efforts to nurture continuous talent
growth, capable workers and high organizational performance. Most companies
focus on workforce planning, skills gap analysis, employee training and
succession planning to drive their talent priorities and expand the competencies
of their staff. 

But an area that often is overlooked are the paths employees can take to grow
within the organization, which can be just as important, if not more important
than unstructured learning and development opportunities. Talent priorities must
align with professional advancement opportunities, or companies risk undermining
their own talent development efforts. 

For instance, outdated L&D programs erode a company’s goal to center its talent
processes around skills development. As a result, employers and talent
development professionals are focusing more on career growth-talent priorities
alignment with each passing year. 

According to Mercer’s 2022 Global Talent Trends report, employee learning and
development were among talent management’s primary concerns. Gartner’s 2021
survey also found that helping workers build critical skills and competencies
and progress their careers is now a non-negotiable priority. 

Career growth

Career growth is the action of an employee advancing from their current position
to one of a “higher” standing. Some refer to this as a promotion or climbing the
corporate ladder. To achieve the growth, an employee must have continuous
improvement of their skills, abilities and competencies and have the creation of
opportunities and tools that help them advance. 

But employee career growth isn’t only about earning new titles, positions and
duties. It is about the knowledge and experience they gain along the way,
allowing them to become more well-rounded practitioners. 

Moreover, career growth is about the sense of fulfillment and purpose every
person needs to feel accomplished and happy with their professional journey.
Without that, employees often feel stuck and no longer find their jobs
meaningful. 

Organizational talent priorities and career growth

Organizational talent priorities refer to a company’s focus on talent
development, workforce planning, skills gaps, recruitment and talent retention.
These objectives emphasize initiatives and strategies that impact employees’
engagement, job satisfaction and professional advancement, which are among the
essential elements for business longevity and stability. 

Employees’ skills, knowledge and commitment are among the principal drivers of a
company’s sustainability, which is why organizational talent priorities
intertwine with talent growth. One can hardly go without the other. For
instance, even though internal mobility might be your main talent priority, your
goal is to maintain top performers by helping them upskill and stay with your
company instead of hiring externally.

Career growth has the same objectives: to enable employees’ professional
development and foster retention. Therefore, regardless of the initiatives you
use to meet your talent priorities, you will always have to leverage employee
career growth to make it happen. 

The risks of disregarding professional development and not embedding it into
your talent priorities can be costly and have a lasting negative impact. Here’s
what you can expect.

The risks of not aligning organizational talent priorities and career growth

 1. Failing to meet employees’ career and L&D needs and objectives

People play a key role in every company’s success and need up-to-date skills and
expertise to perform their jobs effectively. But they must also feel that their
contribution makes a difference and that they’re not forever stuck in the same
role with the same assignments. Otherwise, they will face a productivity decline
and lack a sense of purpose. Companies must ensure their employees continuously
learn and grow, giving them resources and opportunities to meet their career
objectives. The best way to achieve that is to make personalized L&D programs a
talent priority. 

 2. Building ineffective partnerships

No one aspires to foster partnerships with companies that fail to ensure there
is no business disruption, which includes the inability to develop talent. You
must eliminate talent risks before partnering with stakeholders and other
businesses. Aligning your talent priorities with employee career growth is
beyond important for building strong and effective partnerships. The same
applies to in-house collaborations, as HR departments and L&D teams must share
matching goals and work together on growing skilled talents. 

 3. Not fostering a growth mindset

Misalignment between organizational talent priorities and career growth results
in a lack of a resilient and impactful learning culture. Without tangible
efforts and initiatives to prioritize employees’ professional development and
success, it’s impossible to foster a growth mindset in a company, leading to
productivity decline, turnover, lack of innovation and underdeveloped internal
mobility. 

 4. Poor career development, upskilling and reskilling programs

Many companies highlight preparations for the future of work and creating a
diverse workforce as their talent priorities. Both goals help meet vital
organizational objectives, such as enabling digital transformation and boosting
employee retention. And both need effective career growth initiatives, such as
inclusive reskilling programs and tech-oriented employee training. Not aligning
professional development and talent priorities often leads to poor L&D programs
and missed opportunities. 

How to align career growth and organizational talent priorities

 1. Identify organizational and employee objectives 

The first step toward aligning career growth and talent priorities is to dive
deeper into organizational needs and objectives. A company should start by
identifying its short-term and long-term goals and the workforce’s skills gaps
and potential. They should identify what abilities and expertise their employees
lack to meet organizational strategic objectives and how to close that gap
(e.g., coaching, training, or recruitment).

 2. Foster organizational culture that prioritizes professional development 

Developing your staff and providing tools and platforms to adopt new skills and
knowledge is just as important as making higher revenues. Foster a culture that
values expertise, innovation and training and encourages employees to
participate in available L&D opportunities. 

 3. Build relevant partnerships within the company

Talent practitioners can often be conduits for other business units. Building
partnerships and playing connector helps to eliminate data silos and helps
departments and units improve collaboration. Partnerships within your company
are no less significant than external collaborations, as this helps more
accessible data and knowledge sharing. It also helps managers and employees
understand the objectives and bottlenecks of other departments and work on
addressing them. 

 4. Start formal internal programs

Implement formal internal programs that align with organizational strategic
goals and prioritize upskilling and reskilling. That way, you increase internal
mobility and boost employee retention, resulting in lower recruitment costs and
higher productivity.

 5. Provide personalized career growth and development plans

It’s well-known that the one-size-fits-all formula doesn’t work, especially in
learning and development. Not everyone learns at the same pace or wants to adopt
the same abilities and knowledge. Instead of forcing broad career growth
opportunities and not showing interest in your employees’ unique affinities and
potential, tap into their specific skill sets and capabilities. Design
personalized professional development plans and help workers use the maximum of
their abilities.

Given the complexities that exist inside organizations, it’s easy for talent
priorities to lose alignment with organizational priorities. When the
misalignment happens, the impact can be felt through restrictive or non-existent
career growth opportunities. When an employee can’t see their future in the
company or worse, a future doesn’t exist, resulting in engagement and retention
issues. Without high-performing and engaged employees, organizations cannot
thrive and stay ahead of the competition. 

Keith Keating, Ph.D, is SVP and chief learning officer for Archwell.
Comment below or email editor@CLOmedia.com.



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