
Career advising is a vital part of workforce development that goes beyond just the job search—it's an ongoing process that benefits both employees and organizations. Research shows that companies with effective career development programs have higher employee satisfaction, engagement, and retention. In fact, data from Harvard’s Division of Continuing Education found that nearly half of employees cite the lack of career advancement and development opportunities as a reason for leaving their current position. Additionally, 94% of employees said they would stay longer with their company if given more professional development opportunities.
With these statistics in mind, more and more organizations are implementing career advising services as part of their workforce development strategy. These programs focus on internal career pathway planning, professional learning opportunities, and up-skilling initiatives that help employees grow within the company. When thoughtfully planned and executed, career advising programs can enhance employee engagement, boost retention rates, and even attract top talent.
The Institute for Career Advising and Development offers Career Advisor certifications tailored to workplaces implementing programming. The Program Planning micro-credential helps HR and pathway professionals to build an effective program with their Ten Steps of Program Planning.
We’ve included a sneak peek into the valuable insights offered in the course below and in this useful attachment:
1. Scan the Environment
Scanning the environment is the first step in effective workforce development and career advising program planning. This step involves assessing both external factors, such as industry trends, and internal factors, like your current workforce's development needs. Look for shifts in the job market, technological advancements, and emerging skill sets that might impact the skills required for your workforce. Additionally, consider feedback from employees regarding their career growth aspirations and how well the company supports their development. This analysis will help you understand the broader landscape and ensure your career advising program is aligned with both employee needs and market demands.
2. Define the Target Audience
Effective career development programs need to be tailored to specific groups within your workforce. Defining your target audience helps you focus on the career development needs of employees at different stages of their careers. For example, new hires may need onboarding and mentoring, while mid-career professionals might be seeking leadership development or skill enhancement. Senior-level employees might require strategic career planning for higher leadership roles. Understanding these different needs is essential for ensuring the program is effective and relevant to each group.
3. Identify Population Needs
Once you’ve defined the target audience, it's time to dive into identifying the specific career development needs of your workforce. This involves gathering data from various sources such as employee surveys, one-on-one interviews, focus groups, and performance reviews. You may discover that employees need more training in emerging technologies, leadership skills, or personal development strategies. By identifying these gaps, you can design a program that directly addresses the most pressing needs of your workforce, ensuring that your workforce development initiatives align with employee goals and organizational priorities.
4. Identify Stakeholders
No workforce development initiative can succeed without buy-in from key stakeholders. In the case of career advising programs, stakeholders can include executive leadership, human resources, managers, and employees. Engaging these groups early in the process ensures that the career development program has support across the organization. Stakeholders play a vital role in securing resources, setting expectations, and fostering a culture that values career growth and development. Having their support will also encourage employees to take full advantage of the opportunities provided.
5. Establish Objectives
Setting clear, measurable objectives is crucial to any successful career development program. What specific outcomes do you hope to achieve through your workforce development initiatives? Objectives might include improving employee retention, increasing internal promotions, or boosting job satisfaction with career growth opportunities. These goals should be specific, measurable, achievable, relevant, and time-bound (SMART), as this framework will guide the program and help you track its effectiveness. Establishing objectives also provides clarity for all stakeholders involved, ensuring everyone understands the program’s purpose.
6. Define Program Evaluation
Evaluating the success of your career advising program is essential to ensure it is achieving its objectives. Program evaluation involves setting up metrics and tracking systems to measure the impact of career development efforts. This could include tracking employee retention rates, monitoring the number of internal promotions, or surveying employees about their satisfaction with the career advising services. You could also use tools like 360-degree feedback or skills assessments to evaluate progress. Defining how the program will be evaluated from the outset helps you refine it over time and demonstrate its value to stakeholders.
7. Determine Program Content
The content of your career advising program should align with the needs of your target audience and support your program objectives. Workforce development programs can include a variety of career development opportunities, such as workshops, online courses, mentorship programs, leadership training, and skill-building activities. The content should be engaging and varied to appeal to different learning styles. Additionally, make sure to provide flexible options, such as virtual sessions or self-paced learning, to accommodate employees’ different schedules. By offering relevant, impactful content, you can ensure the program meets the evolving career development needs of your employees.
8. Determine Resources
Building and maintaining an effective career advising program requires resources—both human and financial. You’ll need to assess the budget available for the program, which might cover costs for hiring external trainers, acquiring learning tools, or investing in career coaching software. You’ll also need to identify the internal staff required to run the program, whether it's HR personnel, internal career coaches, or external advisors. Carefully evaluating the resources needed ensures that the program is sustainable and scalable over time. Resources might also include technology platforms for virtual learning or career planning tools to track progress.
9. Identify Barriers
Every career advising program will face potential barriers to success. Identifying these obstacles early in the process helps you plan solutions in advance. Common barriers include limited funding, resistance from management, a lack of time among employees, or low engagement with the program. Identifying these challenges allows you to implement strategies to overcome them, such as advocating for the long-term value of workforce development to leadership or offering time-management tips to employees who feel they cannot commit to career development activities. Addressing potential barriers will ensure the program’s continued success and participation.
10. Create a Promotional Plan
Once your career advising program is ready to launch, it's essential to promote it effectively across the organization. An effective promotional plan ensures that employees are aware of the opportunities available to them and understand how to participate. Use a variety of communication channels, such as email, company intranet, posters, and informational sessions, to spread the word. It’s also helpful to have managers and leaders encourage their teams to take part in the program. A strong promotional strategy helps boost employee engagement and ensures the program reaches its full potential.
Conclusion
Career advising is a crucial element of workforce development that can help employees reach their full potential while increasing organizational success. By implementing a thoughtful and structured career advising program, businesses can support employee growth, reduce turnover, and create a more engaged, skilled workforce. Following the ten steps outlined in this guide will provide you with the tools and framework to develop an effective program that aligns with both your employees’ aspirations and your company’s goals.
If you’re ready to start implementing your own career advising program, be sure to evaluate your organization’s needs, train your staff, and engage key stakeholders. And remember, effective career development isn’t a one-time event, it’s an ongoing process that can foster long-term growth for both employees and the organization.