Gen Z employees are increasingly turning to artificial intelligence (AI) tools for career advice, as a new survey reveals that they view ChatGPT as a more reliable source of guidance than their managers. The survey, conducted by career development and outplacement firm Intoo and research agency Workplace Intelligence, interviewed 1,600 HR leaders and workers in the US.
The findings highlight a significant gap in the support and guidance provided by managers when it comes to career development. According to the survey, 46% of employees reported that their managers lacked the necessary knowledge and skills to help them with their career growth. This lack of support has potentially far-reaching consequences, as 30% of employees (and a staggering 44% of Gen Z employees) stated that they are likely to quit their current job within the next six months due to the insufficient career development opportunities available to them.
The implications of these statistics are clear – offering robust career development opportunities can be a decisive competitive advantage for companies. However, the survey also revealed a disconnect between HR leaders and staff perspectives on this matter. While 41% of HR leaders rated their company’s learning and development (L&D) programs as excellent, only 22% of employees agreed with this assessment. This discrepancy raises concerns about the effectiveness and impact of the existing L&D initiatives in place.
To bridge this gap and enhance career development support, the survey suggests several strategies. Firstly, HR leaders should ensure that managers are adequately trained to provide career guidance when they join the company. Coaching managers to become effective mentors and offering workshops on career development topics could also provide valuable learning and development opportunities for both managers and employees.
Additionally, empowering employee resource groups could foster networking skills and facilitate knowledge sharing across different levels and functions within the organization. By creating an environment that encourages peer-to-peer learning and collaboration, companies can harness the potential of their own talented workforce.
The survey also shed light on an alarming trend – managers often fail to expose their team members to growth opportunities beyond their current departments. Approximately 59% of employees reported that their company seldom or never assists them in exploring such opportunities. This manager-driven talent hoarding behavior not only stifles employees’ career growth but also increases the risk of losing valuable team members.
However, the survey offers compelling reasons for managers to change their approach. It demonstrates that by providing effective career advice and opportunities, managers can significantly improve employee engagement, job satisfaction, motivation, and retention levels. Moreover, becoming a skilled coach and mentor is a valuable career asset for managers themselves.
The importance of developing a capable team that can assume leadership roles cannot be overstated. It is the key to ensuring continuity within the organization, allowing managers to pursue higher positions, pivot in their careers, or even enjoy a well-deserved vacation without fearing a lack of coverage or disruption.
While companies play a crucial role in facilitating career development, employees should also take ownership of their professional growth. In the absence of comprehensive L&D opportunities offered by their employers, individuals can devise their own career development plans. Seeking alumni career services, curating a list of relevant professional development books, and volunteering at conferences are just a few examples of proactively pursuing personal growth.
The survey’s overarching message is clear – for organizations and employees to move forward together, they must align their goals and aspirations. Employees need to understand their role within the company’s strategic objectives and have access to a range of opportunities for learning, upskilling, cross-department training, mentorship, and career advancement.
Implementing effective career development programs not only benefits companies by increasing retention rates and productivity but also empowers employees with greater job satisfaction and improved marketability. Whether you are a company leader, a middle manager, or an employee, taking an active role in career development can contribute to individual and organizational success.
As we look towards 2024, it is crucial for companies to recognize the value of career development and ensure that employees are provided with the necessary resources and support. By doing so, organizations can strengthen their workforce, drive innovation, and secure a competitive edge in an increasingly dynamic and evolving business landscape.
