Guessing is not a strategy: How to build decision velocity with AI and real-time data
June 10, 2026 | Live Webinar
Continuing from yesterday…
Your career management program has a problem if it
- assumes workers know what they want, and/or
- assumes workers will take proactive steps on their own
Hard to believe? Then it’s time you realized that your workers may approach work differently than you.
Career management for the youngest workers (“Millenials”) means succeeding in the current project, other than that they are not sure. They do not care about a future with your company because they have grown up in an environment where companies lay off large numbers of workers with impunity. Career management for them may be for you to say that they can stay on in the project if they succeed in their job.
Older workers are the most likely not to share their career plans. Perhaps this is because they assume that career management is just for the top employees in the higher floors of the hierarchy. Perhaps it is because they are included in the nearly 40% of U.S. workers who believe their next move is away from their current employer. Perhaps it is other reasons as well. These workers must be shown that their commitment and knowledge is valued in your organization and can actually be rewarded by better - and well-paid - work later. Meet the needs of all groups of workers – every individual - or forget about retaining them.
Posted on: August 02, 2007 03:55 PM |
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