Essay Lack of Career Path

I had heard a lot that companies with a lack of career path often face a strong turnover because employees lose their interest and switch to other job but I didn’t seem to believe it until the situation was faced by my previous company. A high turnover was experienced just because employees couldn’t get a sight of what they were supposed to do in the future. Little did the company know about the arising circumstances but the performance of firm was considered more important while such a begrudging situation was waiting like a silent storm. I had experienced the whole scenario and it had shaken the company to the core when employees left because they were more worried about their own careers.

 A company is basically a resource for employees to gain not only a financial support but also more experience in utilizing their talents for future advancements. Although a worker is devoted to the success of the company in which he or she works but that person also wishes to improve his own skills. There are companies that focus on the development of their employees and it results in employee satisfaction that ultimately pushes the company towards success. However, there are also companies that care about the career of their employees but the firm’s growth is more important.

The same can be said about my previous company and I know so because I was very communicative with my colleagues. I often conversed with them and I knew how their behaviors were changing towards the job. At the beginning of my journey with the organization, I observed almost no change and the environment of workplace was completely healthy with motivated employees working for reaching a certain goal and making sure that the manager was satisfied. In only a little time, I got to realize that for the organization, the competition was quite high in the market. That is why workers had to work in a more efficient manner almost every day. An additional thing that I got to realize was that the workload didn’t seem to decrease regardless of the changing market and it played an important role in the dissatisfaction of employees. Basically, it became the reason why arguments rose.

 A company is able to keep an efficient workplace atmosphere when it works successfully in the market and manages some time for its employees as well. Workers feel most threatened when they realize that the manager has no time for them even when they are working full-time without lacking at all. In my previous company, the manager didn’t have even a little time for conversing with employees on the topic of career development. No key points were told and no short-activities were conducted. Although such an ordeal was being tolerated by the workers but I knew that employees couldn’t hold the strong emotions in themselves.

One day, an employee mustered his strength up and went to the office for a complaint. We were expecting that something wrong was going to happen and were waiting for it. However, we were told by that worker that manager was going to conduct an activity in a few days. It surprised me because I knew that something like that was very unlikely to happen because I was familiar with the central thoughts and agenda of the organization. It was common to realize as well that when manager had not been doing it for months, why would he start immediately?

My suspicions were proven right when nothing happened and it seriously became the last straw for employees. In first few days, an employee had left and it triggered a chain reaction causing almost every other employee to question their career development. The answer was mutual and that was to leave the organization. That is what happened and left the company broken.

Lack of KPIs and SMART Objectives

Often when individuals are asked about their opinions on a specific job or company, they would state that working there will be quite an experience because the environment there will hone me in a way that no other organization can do. But what if there is no honing and all the person has to do in a company is work without a specific goal and whatsoever? This is the situation that I am facing at the moment in my current company. Along with me, there are many other workers who are not satisfied with how they are progressing towards their own betterment.

Every other company has a specific direction in which it runs and employees are provided with a destination which is led by that direction. Moving along this direction helps in reaching to the destination in a timely manner and efforts are not wasted. When there is no direction, employees are unable to perform well. This inefficiency is fueled by the fact that their development is not being taken care of properly. At my present semi-government company, we are facing a situation similar to it because almost every employee is not satisfied with the results of performance appraisal. Although there are tests and activities but the results are not satisfying employees because even after the activities, the change is almost negligible. Now, it can be said that activities are quite weak because there are no KPIs or SMART objectives.

I have come to realize that goals are more than just a little important when it comes to the performance of employees. After all, they make the workers focus their attention of some specific beneficial results. In a properly organized system, workers pay a lot of importance to know just what the management expects from then in terms of accomplishment. Additionally in the achievement of a goal, there are different chapters that serve to improve the skills of employees.

Smart objectives or goals are basically utilized in the evaluation of employees as a method to analyze the performance towards specific objectives. With SMART goals, the achievement and formulation of goals can be utilized in reviews, evaluations, and conjunctions. The specification of an activity or goal will help the employee in knowing just what the activity or process is all about. Workers should know just how the measurement of a goal will take place and the employee should adjust to that method. An important part is that the performance goal’s outcome should be under the control of the worker as it will let the employee realize that if he wants, the goal can be achieved indeed. It is important for the goals in terms of performance with their benefits to be relevant with the responsibilities of the organization and employees. The last aspect meanwhile hones the time management skills of an employee. I truly believe that integrating these objectives can help in raising the customer satisfaction.

At the moment, this is also just what the company lacks along with KPIs or Key Performance Indicators. With the help of these indicators, organizations are able to measure the performance of individuals relative to their objectives and goals. In the assessment of employees’ performance, the company doesn’t use key performance indicators and it doesn’t pinpoint the weak areas of employees.

Overall, I know that the company can improve the satisfaction of employees by involving both KPIs and SMART objectives in the assessment or appraisal activities which can help the workers in understanding just what the areas are that require most of their attention. I know that most successful companies pay attention to how their employees are working and what to do in order to improve their efficiency. My present company can also use the same strategy or else there risks of a strong turnover.