Employee Development in 2008

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Employee Development in 2008

The U.S. Department of Education has stated that 60 percent of the skills needed in the future are possessed by only 20 percent of the current workforce.

If you are not attending to your talent and keeping them longer, you will be losing extremely vital knowledge and human capital. Your organization will continue to experience significant upheavals in staffing, development, recruiting and retention in 2008.

With advancing technology and an impending labor crisis on the horizon, there will be a greater need than ever to find and nurture the talent within our organizations. Three trends will require stronger commitment and increased capacity. Leaders will be required to:

1. Re-recruit talent regularly

2. Drive succession planning wider and deeper

3. Encourage transition planning with pre-retirement boomers (www.SoBabyBoomer.com).

In succession planning, organizations have focused engagement and retention initiatives on the top 10 percent to 15 percent--the "high potentials." But in the process it has been easy to lose sight of another critical segment of the workforce--the "massive middle"--the solid corporate citizens, the bulk (60% to 70%) of the workforce. These are the people who you will continue to count on to show up every day and do their jobs.

While methods will vary and will be customized for each population, there are two complementary focus areas that will provide an engagement edge with the massive middle: career self-management for employees and career coaching for managers.