Why bother with career paths?

My little boy is nearly 2 and has got to the stage where everything is his. I get home from work and sit down with my tea- nope, its his (despite the fact he had seconds of his an hour earlier).  I pick up the paper-nope its his (he obviously goes straight to the sport pages- I’m so proud).

Cute_baby_reading_newspaper

I pour a glass of wine…and its at this point he realises that Daddy is quite possessive of his wine.

However, my point is that we live in a world where everything is possible/accessible (except for daddys wine!!).  We are used to thousands of TV channels, a constant feed of news through Facebook, Twitter, Linkedin etc, we have access to literally everything at our fingertips.  As a result we have shorter attention spans than ever (you’ve probably already stopped reading…..), we communicate in 140 characters, and flick channels during the breaks because we can.

I have just read a survey by Linkedin about Global and National recruitment trends for 2015 and it made for interesting reading-see the slideshare here.

One finding is something that I have been thinking about for a while.  Retention is a commonly discussed issue for organisations, but realistically, why bother?

Generation Y have already had 3 or more jobs and expect to get towards double figures by the time they retire (see this report here), and according to Linkedin data from August 2014 the average length of time globally with one company is 4 years.  Is this purely down to most companies not looking after their employees, or is it just how we are evolving?

We are bred to be ambitious and strive to achieve, to be open to the next opportunity.  We live in a world driven by competition, by increasing revenues and market share. There is no space for the 10 commandments in business.  “Thou shalt not covet thy neighbours ox or donkey”.  If your organisation has the best ox (or employee if you will), be aware that your neighbour (or competitor) will be doing their utmost to covet them (or “tap them up” in modern speak).  And if your ox is that good, they will offer them the world to tempt them away (believe me, I work in recruitment and am often tasked with being the tapper-upper!). The graphic below shows the mis-matched expectations of what young people want in a job, and what employers think they want.  They are not as bothered about career path, employee development and internal transfer opportunities than we think, but more about being valued and getting on with colleagues and superiors.

recruitingtrendsgloballinkedin2015-33-1024

So my question is, why do we bother with developing comprehensive staff development programmes, and sell the prospect of working for a particular organisation for the rest of their life in interview?  Why don’t we just accept the new world of the bitesize career path, and work out how to make the most of people whilst you have them??

In fact, I think Social Housing may be in a position to take advantage of this phenomenon better than others.  People join a company for what it can offer them at that point in time.  So in an industry which has a common goal, and where collaboration rather than competition is common place- why not establish strategic alliances with other organisations to create a multi-company career path?  Large organisations, small associations and others inbetween can establish where their strengths lie, and where they are weaker and pull together an appealing development programme which offers variety, challenge and ambition, whilst also helping develop the companies core competencies.

“Come and join us, and experience working with one of the largest Housing Associations in the Country, and once you have learnt what you need to, why not go to this smaller Housing Association, or try this ALMO or this National Charity and develop another sting to your bow.  And once you’ve scratched that itch, why not come back and bring your learning with you?”

It will aid the controlled flow of talent, and enable better information sharing and learning from others.  It also allows organisations to keep contact with that person, so when another suitable role comes up later down the line, they can come back and bring their new learning with them.

I would welcome your thoughts.