Guest post by Linda Ginac, CEO of TalentGuard
Any opinions expressed within the blog are those of the author and not necessarily held by Workplaceless itself.
The world of work is changing rapidly, thanks in part to the advances made in the technology marketplace. As companies continue progressing toward a more modern approach to operations, it is no surprise that an estimated 63% of businesses have remote workers among their ranks. What may be shocking is that half of these organizations have no remote work policy, including the absence of career pathing capabilities for those who work outside the confines of a traditional office. Remote workers deserve the same type of career development frameworks and opportunities as on-site employees, but the distance can make this task more daunting. The good news is that technology makes this less of a challenge for organizations with remote employees.
Here’s what companies need to know about the importance of career pathing among remote workers, and how to implement a sound process for achieving it.
Why Career Pathing Matters
Companies across nearly all verticals are constantly seeking out ways to be more efficient while remaining competitive in today’s saturated business environment. One strategy for accomplishing this is offering remote work to highly talented individuals, among both current and prospective employees. Remote work provides an opportunity to expand the talent pool, decrease the amount of physical space a company needs, and improve morale among a workforce. However, offering remote work can only be a successful model for companies when their employees, near and far, are engaged.
In recent years, a focus on employee engagement has emerged as a renewed priority for many businesses. A recent Gallup survey reveals that only 13% of employees are actively engaged in the work they do, with many of those admitting disengagement citing a lack of connection to their employer as the culprit. Part of this disconnection comes from a failure to see a career trajectory within the company clearly. This is where career pathing comes in to help boost engagement and create feelings of value among workers.
Career pathing, simply put, is the process by which management empowers employees to map out career scenarios based on defined competencies and skill sets needed for specific positions. For remote workers, being included in career pathing processes is crucial to engagement and ultimately, retention. However, studies show that compared with employees who spend at least some time in the office, remote employees are 30% less likely to have a discussion with their supervisor about career goals. This has lead to high turnover among individuals who work remotely—an issue that costs the organization significantly.
Implementing Career Pathing for Remote Workers
The good news is that there is a solution for engaging remote workers in the career pathing process. Many businesses are jumping on the technology bandwagon when it comes to implementing career development solutions through career pathing software. With this tool, a systematic approach to career pathing for remote workers can be developed, ultimately enabling employees to plan out scenarios based on their current and future skills. Employers have an opportunity to recommend career paths to specific remote employees, while simultaneously suggesting job enhancements or lateral moves that best fit an individual’s goals. The combination of employee empowerment and management recommendations through a digital platform fits the bill for remote workers, improving engagement and connection with the organization as a whole.
The benefits of career pathing for remote workers can also be integrated with a more holistic performance management system. This offers tailored professional development opportunities, timely recognition and feedback, and ongoing career progression that meets the needs of the remote worker and the company. Organizations taking a modern approach to career pathing have a greater chance of success in recruiting and retaining top talent while boosting efficiencies across the board.
Linda Ginac is the Founder and CEO of TalentGuard, a global provider of award-winning career pathing and talent management software. Inventive and driven, she is known throughout the industry for disrupting HR technology and is the inventor of the first commercially available career pathing software solution designed to optimize employee engagement and retention.Prior to TalentGuard, Linda was a key executive at pcOrder, where she helped to transform an early stage start-up into a leading NASDAQ-listed public corporation. She also held executive roles at other startups and Fortune 100 companies. When she isn’t immersed in entrepreneurship, Linda enjoys being in the great outdoors, hiking, running marathons, and singing karaoke. She is an advocate of women’s leadership and empowerment and has led various prominent charities, including the Young Women’s Alliance and American Cancer Society. Linda has two amazing sons and is married to her best friend, Frank.