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For the Employer

In today’s ‘war for talent’ it is imperative for organisations to acknowledge and plan the career paths of their employees if they want to maximize business results and ensure retention.

Initiative, Creativity and Passion according to Gary Hamel are three factors companies cannot buy, but these factors are fundamental in creating engaged employees that can prevent mediocrity and ensure that companies thrive.

A recent study by Gallup show that seventy-one percent of American workers are either not engaged or actively disengaged in their work, indicating less productivity and emotional disconnection from their workplaces.

Research done in South African by Rothmann and Rothmann showed that interventions should be focused on work role fit in order to increase employee engagement. This is further echoed by Jim Clifton, CEO of Gallup and author of The Coming Jobs War. He writes that "humans used to desire love, money, food, shelter, safety, peace, and freedom more than anything else. The last 30 years have changed us. Now people want to have a good job, and they want their children to have a good job. This changes everything for world leaders. Everything they do – from waging war to building societies – will need to be carried out within the new context of the need for a good job."

Simply put productivity cannot follow unhappiness. Well-being and job satisfaction thus serves as a breeding ground for growth and development. Employees need to like, or even better love, what they do in order to show initiative, creativity and above all passion. Organisations are often faced with employees that are not motivated or passionate due to wrong career decisions, essentially having an impact on the organisation’s bottom line. By aligning and integrating the individual’s personal career aspirations and the organisation’s strategy and goals, individual and organisational growth and development can be expected.

Too often a blind eye is turned to one of the most critical questions in distinguishing average companies from great ones – are your employees happy and engaged with their jobs?

 

  1. Hamel, G. (2012). What Matters Now: How to Win in a World of Relentless Change, Ferocious Competition, and Unstoppable Innovation. San Francisco: Jossey-Bass
  2. Blacksmith, N., & Harter, J. (2011). Majority of American Workers Not Engaged in Their Jobs. Gallup Wellbeing, October 2011. Retrieved from Gallup website: http://www.gallup.com/poll/150383/Majority-American-Workers-Not-Engaged-Jobs.aspx
  3. Rothmann, S., & Rothmann, S. Jr. (2010). Factors associated with employee engagement in South African organisations. South African Journal of Industrial Psychology, 36(1), 1-12.

Career Solutions

We understand that every organisation is unique and our career solutions are tailored to meet each client’s needs. We offer the following professional career solutions to employers:
  • Career coaching
  • Career guidance
  • Career planning
  • Psychometric testing
  • Assistance with career transitions and outplacements
  • In-house workshops
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“For many people a job is more than an income - it's an important part of who we are. So a career transition of any sort is one of the most unsettling experiences you can face in your life.”
Paul Clitheroe
President of Financial Planning Association of Australia

“You never stop earning when you do what you love.”
Asha Tyson
Author of How I Retired at 26!

“To be successful, the first thing to do is fall in love with your work.”
Sister Mary Lauretta

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