Careers for the future
Past career trends involved sticking with one career and speciality for 20 years (or more!) until retirement. Today, we are seeing a shift towards a more diverse career path and a continual search for learning.
The definition of a career has changed for the next generation of professionals. Individuals now view themselves as a business instead of just working for a business. Most individuals will find themselves with 15–20 different jobs within their career and will focus on the culture and purpose of their work.
Organisations have noticed the need to nurture their employees and many new-age companies are beginning to succeed over older competition.
To stay competitive, organisations have taken note of trends and are responding by integrating with learning software as well as streamlining performance management processes. This shows prospective and current employees that the organisation is devoted to professional development as well as business success.
Growth is key
Employees are no longer looking to achieve specialisation in one area and sticking with that career, but instead, are looking for a career where they can continue to grow and learn new skills. Organisations have begun to notice this change in career focus and should make necessary steps to continually assist professionals with their personal growth.
The ‘ability to learn and progress’ is one of the main factors that Millennials look for when beginning their career. Offering guidance within organisations will increase team morale and create an environment centred around improvement and learning. Other career trends include:
- a shorter time frame for career changes (the average career now lasts around five years)
- an increase in the demand for consistent redevelopment of skills; software engineers for example, need update their skillsets every 12–18 months
- cross-functional teams and career mobility within organisations
- internal training and support for career progression
- new learning-experience software
The new career path
Careers no longer follow the ‘up or out’ pathway in organisations and have the capacity of going in every direction as more individuals are beginning to create their own career titles by grouping together all skills learnt over years of micro-learning. This has created a very personal-focused workforce.
Individuals build and manage themselves like a business and have become very particular with the kind of company they will work for. They become an asset and have no problem quitting a job that does not appreciate them. Organisations that invest in learning systems and processes that focus on personal growth tend to be more successful and hold higher retention rates.
As we experience this new age of innovation, there are many trends that will play a major role in our careers and lives. To learn about future organisational structures, click here or stay tuned to learn about other trends in the workforce.
- Doyle, A. (2017). How Often Do People Change Jobs?. The Balance. Retrieved from https://www.thebalance.com/how-often-do-people-change-jobs-2060467
- Gershon, I. (2017). How work changed to make us all passionate quitters – Ilana Gershon
- Meister, J. (2012). The Future Of Work: Job Hopping Is the ‘New Normal’ for Millennials. Forbes.com. Retrieved from https://www.forbes.com/sites/jeannemeister/2012/08/14/the-future-of-work-job-hopping-is-the-new-normal-for-millennials/2/#39db33047fb9
- Pelster, B. and et. al (2017). Careers and Learning: real time, all the time. Deloitte Global Human Capital Trends. Retrieved from https://www2.deloitte.com/content/dam/Deloitte/global/Documents/HumanCapital/hc-2017-global-human-capital-trends-gx.pdf
- Aeon Essays. Aeon. Retrieved 6 September 2017, from https://aeon.co/essays/how-work-changed-to-make-us-all-passionate-quitters
- Meister, J. (2012). The Future Of Work: Job Hopping Is the ‘New Normal’ for Millennials. Forbes.com. Retrieved 6 September 2017, from https://www.forbes.com/sites/jeannemeister/2012/08/14/the-future-of-work-job-hopping-is-the-new-normal-for-millennials/2/#39db33047fb9