Almost half of the UK workforce is in a role that doesn’t match up with their skill set. This startling research from the CIPD goes some way to explaining why in the UK we have a large number of unmotivated, unchallenged employees who aren’t excited about what they’re doing.
Are your employees stuck in a rut? It may be time to re-calibrate their careers
Katherine Wiid, Career Management Coach at Career Ambitions, comments:
The CIPD research has some interesting data on the extent of skills and qualifications mismatches. But what can you do about it?
As a Career Management Coach working with organisations and their staff, here are some approaches you might find useful:
- How often do you encourage your staff to reassess their careers?
It may seem counter intuitive to be asking people whether they should be doing something else! Instead encouraging them to reassess in a positive way actually means you will avoid the above state – an unmotivated, unchallenged workforce. Before your employees reach that state, encourage them to re-calibrate their careers.
- Have you got a staff member who has become complacent?
Perhaps you have an employee who has been with the organisation for many years, and might have become a bit ‘stuck’. They have been doing the same role for years and whilst the organisation has changed around them, they have just remained the same. Rather than having to put up with someone who isn’t keeping up with change, why not help them to reassess their skills and what they could be doing differently?
- Can you offer them an impartial “safe” space in which they can re-calibrate their career? Giving employees the chance to speak to some one who is removed from the organisation, often allows them to speak more freely and sound out ideas without fearing they are committing career suicide. Again, you might think this is counter-productive. But actually, giving your employees support with their career decisions will only increase their dedication and respect for the organisation, as well as their drive to succeed however they may see that evolving.
Employees tell me that they regard this opportunity to re-calibrate their careers as invaluable:
“Working with Katherine as a Career Management Coach has been instrumental in correcting my career path, and has changed the way I present myself to others. I had to stop and think about my past and current performance, how others were seeing me and what mattered for my career. It can be hard and painful to do this on your own, and I found it very helpful to go through this process.”
An important point to consider. If the CIPD research figures are true, then 37% of your workforce is over-skilled, meaning they have hidden talents that you’re not currently making the most of. Find out what skills your employees have that they’re not using, or which skills they would like to develop further. Encourage and reward self-learning, offer training, and opportunities for development.
By creating a workplace culture that values its people, you will end up with people who value the organisation.
Based in Cambridge, Career Ambitions has a strong reputation for enabling highly-trained and talented individuals to get through major career change, redundancy and/or indecision to realise their career potential and meet their ambitions.