Editorial
Unlike career ladders of the past, today’s careers resemble mosaic works of art. People assemble their skills and experiences into personal masterpieces that quickly unravel under the strain of modern workplace dynamics. Employees find themselves overwhelmed by the demands to balance learning and building relationships with workloads that won’t let up. There is little mental and physical space to do so, let alone time on their calendars to focus on career development.
Given this environment,employees need to feel supported from the moment they are recruited throughout their entire employment experience. They need to know that they can speak up, be heard and receive the clarity and tools necessary to grow, develop and make meaningful contributions. This sense of support is not just beneficial — it's the psychological safety that is essential for building and sustaining a thriving, innovative and resilient workforce.
Today’s Career Development Landscape
Before we jump into the critical role psychological safety plays in career development, let’s establish why career development is so badly in need of an overhaul.
Organizations of all types can benefit from a focus on their career development approach, but its impact can be particularly profound in specific environments.
In remote and hybrid work settings, employees often miss the natural sense of connectedness that comes with in-person interactions. Structured ways to aid career development are crucial here.
Companies that prioritize employee retention and engagement also stand to make significant gains. Employees who feel supported and see opportunities for growth are more likely to stay longer, reducing turnover rates and retaining institutional knowledge. High-performing individuals, in particular, need guidance and support to navigate their career paths effectively.
Embracing diversity and inclusion is another area where the approach to career development is vital. Research from Catalyst reveals that nearly half of female business leaders face difficulties speaking up and one in five feel overlooked. The Kapor Center's Tech Leavers study found that unfair treatment is the primary reason women leave tech jobs, with women of color experiencing this even more acutely.
Related Article: From Ladders to Lattice: How Careers Can Engage and Retain Employees
Career Development Challenges Are Stifling Potential
The main obstacles to successful career development are experienced at both the individual employee and organizational levels.
Employees often hesitate to voice career concerns for fear of humiliation or dismissal. They may receive explicit messages that there is no room for growth, while managers, due to self-preservation or lack of training, fail to prioritize employee development. Employees seeking support may encounter delays or empty promises, such as the postponement of development discussions until after busy periods. Positive contributions go unrecognized, which further contributes to disengagement.
At an organizational level, career development is often viewed as a personal responsibility, with formal career development viewed as a relic from the past. When career discussions are confined to annual reviews, managers miss the opportunity to discuss growth and contributions more frequently. Problems with inconsistent job leveling, title discrepancies and unclear career paths further complicate employee growth. The absence of clear performance guidelines, expectations and recognition practices leave organizations struggling to motivate and retain employees, ultimately impacting productivity and job satisfaction.
Integrate Psychological Safety Principles in Career Development to Enhance Employee Experience
Psychological safety, as defined by Amy Edmondson, creates an environment where employees feel safe to voice their ideas, ask questions, express concerns and admit mistakes without fear of punishment or humiliation. Coined in the late 1990s, the concept has helped people develop open communication, constructive debate and active listening skills — and enhanced team performance as a result. Teams operating with psychological safety are significantly more engaged and inclined to explore new functions within their organization.
Research has shown that a climate of psychological safety correlates with substantial boosts in financial performance, making investments in such initiatives imperative for long-term organizational success. The integration of psychological safety within career development practices is therefore not just beneficial, but essential to retain and motivate talent.
Related Article: How Your Digital Workplace Can Support Psychological Safety
Organizational Actions to Support Career Development and Psychological Safety
Organizations can contribute to psychological safety and career development by implementing several key strategies:
Clear Evaluation Criteria
Ensure employees understand what success looks like in their roles by providing clear job goals, success metrics and ongoing performance feedback. This transparency helps employees stay on the right track and feel more secure in their positions.
Professional Advice and Support Programs
Offer resources such as peer learning, group and individual coaching, and training programs that promote self-awareness, emotional regulation and emotional intelligence. Educate employees about cognitive differences and effective collaboration methods, and build inclusive leadership skills. Such programs help employees identify their weaknesses, uncover blind spots, and strengthen their skills, all of which develop a psychologically safe environment.
Skill Development Opportunities
Provide opportunities for employees to sharpen skills critical to the organization through certification programs, mentorship and targeted learning initiatives. Encourage them to become experts in areas of increasing importance, such as emerging technologies and issues like AI. This expertise should provide pathways that lead to promotions and other career advancement opportunities.
Engagement With Senior Leadership
Increase opportunities for employees to engage with the C-suite and senior decision-makers. Building relationships with sponsors is vital, as influential individuals can advocate for employees in conversations they are not privy to. Promote initiatives that allow employees to volunteer, contribute and participate in special programs, projects and company events. These activities allow employees to showcase their contributions and gain recognition essential to their career development.
Proper Job Leveling
Ensure that job leveling is managed by the organization rather than placing this burden on employees. Employees should not have to build business cases or seek buy-in for appropriate titles and team growth. This approach is unfair and can lead to dissatisfaction and turnover, as employees seek opportunities where they feel more valued. A psychologically safe approach to leveling would involve listening to and acting upon employees' career development concerns, thereby increasing the likelihood of retention and positive contributions to the organization.
By adopting these strategies, organizations can create a supportive and secure environment where employees feel valued and motivated to develop their careers, ultimately benefiting both the individuals and the organization.
Related Article: Career Development in the Remote or Hybrid Workplace
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Build a Thriving Workplace Community
Being part of a workplace environment where we are heard and valued significantly enhances our engagement, productivity and overall well-being. By infusing psychological safety in career development, organizations enhance employee well-being and construct a more positive work culture. This approach benefits individuals and leads to a more engaged and productive workforce, ultimately driving organizational success. Prioritizing career development with psychological safety at the core is a win-win for both employees and any forward-thinking organization.
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