6 Ways Managers Can Invest in Their Employees’ Career Development

Leaders have come under duress and fire during the Great Resignation and Great Reshuffle. Whether it’s figuring out the office workplace, managing vaccine mandates or developing Diversity, Equity, and Inclusion strategies and plans, leaders must act with prudence and intention to develop plans that keep the organization running in a positive direction. However, often overlooked are the challenges placed on managers who are losing talent or struggling to keep their employees engaged as a result of the challenges over the past two years.

To be sure, some managers are not helping their companies or employees, or in some cases, they are making it worse. We know from research that a manager can account for up to 70% of the variance in employee engagement, and we’ve all had colleagues walk out the door due to challenges with their own managers. But for the managers out there who want to help their people and do want to create a place where their employees can thrive, there has never been a better and more urgent time for managers to prioritize career development. In many cases, this is your best bet to improve engagement, reduce attrition, and become a manager who people want to work for in the short and long term.

Managers Should Prioritize Career Development