| | AUGUST- 2022MANAGEHRMAGAZINE.COM8In MyOpinionEMPLOYEES' CAREER DEVELOPMENT: WHOSE RESPONSIBILITY?By Lisa Qonita, SVP - Head of HR Development, Indosat Ooredoo HutchisonIt is a common knowledge that many studies indicate that lack of career development opportunity is the best leading reason people leave their job. Who to blame?A joint research study conducted by EdAssist and the University of Phoenix showed key disparities. Most workers (74 percent of them, actually) believe their company or manager is responsible. On the other hand, most managers (98 percent of them) said that employees are the ones who should take responsibility for their own career development. Those statistics alone show why so many companies fail to keep their talented employees due to career development. Each party believes it's the other one's responsibility.And where does HR take part in this mess?A famous African proverb that says "it takes a village to raise a child" sounds the best suit to this perplexity. Career development is responsibility of everyone around the employee: the manager, HR, and the entire company. However, even the whole village is still not enough if the "child" themselves does not take charge of their own career and development. Then here comes "it takes two to tango." Both the employee and everyone around them ARE responsible.MANAGERMany managers claim that they support their team members' career and development. The truth is, it takes a different level of leadership for a manager to be able to take care of it. This is beyond results and KPI achievements which are usually the most concerns of managers.Manager should be a coach who can dig in what is beneath employee's career aspiration. They should also be able to handle difficult conversation in order to give employee the right feedback. And the list goes on, it does not stop here. Once they know the employee's career aspiration and strengths as well as development areas, they should provide career-advancement mentoring by identifying and discussing job opportunities and career paths with the employee.EMPLOYEEManager can be supportive in employee's development. Company can provide a lot of learning interventions and job opportunities. But the one who should actively move things forward is the employee themselves.Gone is the day when employees are just passively waiting for the manager to tell them which training they should go to, or complain "my manager never develops me" if they are not sent to any training for quite some time.Lisa Qonita
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