Myth: People Quit Bosses
You’ve probably heard the saying: 'People don’t quit jobs, they quit bosses.' It turns out, that’s not quite true.
According to a study from the Pew Research Center, the number one reason people leave their jobs is a lack of opportunities for advancement. In fact, 63% of those surveyed cited this as the primary reason for quitting.
Anything leaders can do to create the feeling with their employees that there are opportunities for advancement is not merely "worth the time". Maybe it's the absolute most important thing a leader can do when it comes to keeping high performers.
Myth: Advancement Means Getting Promoted
Leaders tend to assume that everyone wants to get promoted because of our natural bias to assume that others are like us. It turns out that that's not true. A study published in the Journal of Vocational Behavior showed that employees define success based on their own personal aspirations and that most employees are not eager to climb the ladder.
The most common aspiration worldwide is stability. A whopping 83% of people aren't interested in getting promoted.
But don't think that these people don't need career development. To advance towards greater stability, these people need to feel future-proof. Leaders can increase their value at the org, diversify their skills, or make sure they're staying on top of trends and changes.
“A whopping 83% of people aren't interested in getting promoted.”
The Problem with Traditional Career Plans
Most career development plans gather dust. They're filed away and never looked at again. Why? Because a career plan without a conversation is just paperwork. Plans don't motivate. Conversations do.
What Career Development Conversations Actually Look Like
Career development conversations start with a clear goal: support the individual's growth. These conversations are grounded in honest questions like: 'Within the realm of what goes on at [org name], what direction do you want to grow?'
One fascinating way to get at growth is to ask a career development question that encourages employees to reconsider how their current role aligns with their strengths and interests, in a way that makes them feel supported AND minimizes disruption to productivity. "If you could change 20% of your job to be more aligned to your interests what would you do?"
This question is research supported by a study published in the Academy of Management Review. The study showed that pivoting jobs 20% helps employees feel supported and motivated without disrupting current productivity. This study is where Google got their famous 20% "personal project pursuit" which led to Gmail, Google News, AdSense, and others. (Actually, 3M did it first, and Google stole borrowed it from them.)
It's Not Just Talk. It's Retention
When people feel like they're growing, they're more likely to stay. Development conversations give people a reason to see a future with you.
If you're managing people, don't wait for the annual review to talk about their future. Ask now. Listen carefully. And use their answers to shape meaningful growth.
Holding and supporting career development conversations is the #1 most impactful thing most leaders aren't doing.
Ready to make career conversations part of your culture?.
See how Gravity Learning helps leaders build the skills for real, ongoing career development conversations.
Explore the Gravity workshop: "Career Development Conversations: Retention Starts Here"
