What We Do and Who We Are

Mike Donoghue is a member of a multinational information technology corporation where he collaborates on the communications guidelines and customer relationship strategies affecting the interactions with internal and external clients. He has analyzed, defined, designed and overseen processes for various engagements including product usability and customer satisfaction, best practice enterprise standardization, relationship/branding structures, and distribution effectiveness and direction. He has also established corporate library solutions to provide frameworks for sales, marketing, training, and support divisions.

We spend a great deal of our lives as employees. It can be a path we follow based on skills and fortune, but sometimes we are required to change direction to meet personal as well as business and industry needs.

So much of who we are can be identified back to what kind of work we do and our associated financial and social success. However, to keep moving forward and adapt to changes (especially in technology-based professions) requires that we are mindful of our individual career development and keeping ourselves fresh and vital in the workforce market.

It has been found that employees are more content in their positions if they are supported by their employer in a career development program. The belief is that staff feel reinforced by an organization that extends this benefit because it demonstrates their commitment (that is, “We like what you are doing and here is a way to show we plan on keeping you on board”) as well as a promise (that is, “We have faith in your skills and are showing our confidence in your ability to grow and learn”).

Engagement and retention are essential to maintaining a reliable and evolving workforce—one that can also include processes like performance management, talent management and occupational pathways.

And while it is easier to look at career development as a unidirectional concept, it often requires us …

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- Winston Churchill