The online career development portal, shows that employees are most interested in discussing career planning and promotion when it comes to their personal development, whilst their managers are not equipped to handle the career conversations needed to support this. Analysis from Abintegro.

According to the Mercer Global Talent Trends Whitepaper (May 2016), the majority of employees give their managers a C grade on average and only 16 percent of employees have ongoing career conversations with their manager. Further analysis found that 40 percent of companies rarely provide career planning or development.

In support of this trend, analysis of usage from 100,000 users of the Abintegro online career development portal shows that guidance for career conversations and internal promotion are the most accessed resources by employees, whilst managers most frequently completed assessments of their management skills and video coaching for successful career conversations with their teams.

82 percent of employees claim that they would be more engaged if they had regular career conversations and 75 percent are certain they would be more likely to stay at their current company, clearly showing the benefit of these discussions. Equipping managers and employees to have productive career conversations is an essential and often overlooked part of the problem. A manager not knowing the techniques for effective career conversations can lead to false expectations of employees and dissatisfaction in the workplace.

Over 250 institutions utilise the Abintegro online career development portal to provide career assessments, videos from professional coaches, eLearning and tools to help their managers to support employees and employees to take control of their career development. As employers are starting to be able to measure the impact of career development support for their employees, in terms of improved EOS scores, reduced attrition and an increase in internal mobility, the provision of self-serve career development resources is on its way to becoming a standard and expected part of the employer proposition for employees.
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