"When career development pathways are weak-or worse, absent-employees feel stagnant. They may see limited learning opportunities, unclear promotion criteria, or outdated training programs that don't align with emerging skills. In a distributed or hybrid workforce, this challenge is amplified, as remote employees often feel even more disconnected from mentorship and advancement opportunities. The decision to leave an organization due to a lack of career development is never a sudden one. The warning bells ring early, if only one has ears for it."
"Warning Signals Of Disengagement Of High-Performing Employees Drop in engagement: The employee shows less enthusiasm in meetings, contributes less, or avoids new projects. Reduced initiative: There is decreased volunteering for new tasks, projects, or stretch assignments that they once embraced. Frequent frustration: The employee often expresses dissatisfaction about a lack of growth, unclear goals, or feeling "stuck." Increased absenteeism or disinterest: There are more frequent sick days, lateness, or disengagement from team activities."
Sixty-three percent of employees quit jobs because of lacking advancement opportunities, equaling compensation as a primary driver of turnover. High performers seek roadmaps showing skill evolution, role progression, and organizational investment in their futures. Weak or absent career pathways produce stagnation through limited learning, unclear promotion criteria, and outdated training that fails to match emerging skills. Distributed and hybrid work exacerbates disconnection from mentorship and advancement. Early warning signals include drops in engagement, reduced initiative, frequent frustration, absenteeism, and declines in work quality. Strengthening pathways through personalized learning, clear criteria, mentorship, and updated training reduces costly turnover.
Read at eLearning Industry
Unable to calculate read time
Collection
[
|
...
]