Generation Z prefer advice from chatGPTs over managers - how to make career development a competitive advantage

30% of employees (and 44% of Gen Z employees) are likely to quit in the next six months due to a lack of support for their career development, so providing career development opportunities represents a tangible competitive advantage for companies. However, 46% of employees say their manager doesn't know how to help them with their career development. 47% of Gen Z employees say they get better career advice from ChatGPT than from their manager.

These findings come from "Unlocking Organizational Success by Supporting Employee Growth and Development," a survey of 1,600 U.S. HR leaders and employees conducted by Intoo, a career development and outplacement company, and Workplace Intelligence, a research agency. The survey also revealed a disconnect between HR leaders and employees: 41% of HR executives characterized their company's L&D as "excellent," while only 22% of employees agreed. Suboptimal L&D is a missed opportunity for retention and productivity. 80% of employees (and 97% or more among Generation Z employees) say access to best-in-class L&D capabilities would have increased their engagement, job satisfaction, motivation at work, and likelihood of staying with their company.

Three strategies for companies that can offer more career opportunities right now

According to the survey, only half of HR executives say that managers in their company are trained to provide career guidance when they are hired. Training managers to mentor and provide constructive feedback is one way to enhance learning and development opportunities for both manager and employee. A second option is to conduct seminars on career development topics with experienced employees (public speaking opportunities for them!) or to bring in outside speakers, which eliminates the need for a dedicated L&D team. The third option is to support employee resource groups to help employees develop networking skills at different levels and in different areas - existing employees can lead this work, gaining additional experience and visibility.

Three reasons leaders should offer career guidance - even if team members leave

The survey reveals how managers retain talent - 59% of employees say their company "rarely" or "never" helps them explore opportunities for growth outside of their current department. If you're a manager who is afraid to give career advice because it might encourage valuable team members to leave, these survey results are one reason to change your mind: increases in engagement, job satisfaction, motivation, and retention are significant and can offset the risk of flight. Second, learning how to be a better coach and mentor is a valuable career skill for an executive. I was once hiring a head of brands, and the deciding factor between two closely related finalists was extensive experience mentoring and developing a marketing team. These were former employees who hadn't worked for him until now, but their glowing recommendations convinced the hiring company that this brand executive would attract and develop talent. Third, building a strong enough team to replace you is the only way to ensure that you can move on, whether it's a move to a higher position, a career pivot, or just a meaningful vacation, knowing that you have the protection you need.

Three free alternatives that allow employees to make their own career development plans

I hope your employer reads this post, realizes the value of career development, and rushes to offer all the L&D opportunities you need. In the meantime, you can make your own career development plan (see a sample plan for experienced professionals to provide AI for your career). Check with your alma mater about career services offerings open to alumni. Make a list of business and professional development books in your areas of interest (here are some recommendations), then borrow them from the library. Volunteer at a conference you want to attend in exchange for paying for a ticket.

Career advancement benefits both companies and employees

"To continuously move forward, the organization and its employees need to be in sync with the goals and benchmarks aligned with the company's objectives. To achieve this forward movement, employees need a clear understanding of their role in the company's strategy and the right opportunities for training, development, cross-departmental training, mentoring and coaching, and career advancement." - from the article " Unlocking Organizational Success by Supporting Employee Growth and Development ", Intoo and Workplace Intelligence research

Companies benefit from increased retention and productivity. Employees benefit from increased job satisfaction and career attractiveness. Whether you are a company executive, middle manager or employee, you have the opportunity to contribute to career development for yourself and the company. What is your L&D plan for 2024?