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Discouraging Long-Term Goals for Employees

I just left a meeting where an HR person told me she was at a conference and the presenter discouraged the audience from having employees think about career goals beyond 1-2 years.  The rationale behind this was the market and economy is changing so dramatically it would be unrealistic to expect employees to know what they might want in a couple of years or what a company could provide in a couple of years.

I thought, what a poor way to manage the employees and in turn a company.  This will have negative effects on employee loyalty and any employee retention strategy the organization may try and implement.  Without some long-term vision for the career of the employee, the employee has no sense of focus or purpose.  If everything is chopped up into short 1-2 year blocks, with no vision beyond that, employees will begin to make very short term decisions.  They will also not have an ultimate plan for where they fit into a company and where they might by able to move.

I recognize companies and the work environment is changing at an ever increasing pace, and sure things will change and long-terms plans will need to be revisited and adjusted peridocally.  However, without some long-term vision and focus, I firmly believe employees will be less motivated and lead to declines in employee loyaty.  Eventually they will search for an organization that has the long-term vision and plan and they can figure out where they fit into that plan now in and in the future.

About the Author

Chris Woolard

Chris Woolard

Chris is responsible for the sale, design, implementation, account management, and consulting for his clients’ employee and customer assessment programs. He focuses on employee loyalty consulting and is considered Walker’s employee loyalty expert. He has worked with many companies on customer due diligence solutions.

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