How to use job levels, competencies, and individual development plans to make employee career goals crystal clear.
In people-first cultures, the notion that employee development matters is a given. But investing in employee growth isn’t just the “right” thing to do — it also makes business sense.
LinkedIn’s 2018 Workplace Learning Report found that external hires tend to score 61% lower on their performance reviews compared to individuals who are promoted from within, and 90% of employees say they would stay longer at a company that invests in their growth.
Without a formalized process in place, however, individual career development can feel ambiguous. Fortunately, there are tools you can use to give employees the structure and clarity they need.