There's no Future Here!

The company’s career developing plant seems to be oriented towards its own needs while ignoring the employees’ career aspirations. There is a loose end in the development plan as indicated by the failure to communicate to the employees on the available vacancies, and they only get note of such from the company paper. There also lacks a proper recruitment method which will provide equal chances for all the employees to be fairly evaluated and the best allocated the position. The development plan does not consider aligning organizational goals with the employees need fir career advancement. This can be explained by the feeling by Bob Wilson that the company does not hold the capacity to offer personal career growth. In addition, the fact that Terry, the plant supervisor is leaving vindicates Bobs feeling of stagnation in career development. A good plan is one that retains best performing employees by matching them with open positions within the organization (Connell& Philips, 2003).

Bob’s resignation would have been prevented if the company communication mechanism in place. He would have been aware of the upcoming promotion opportunity and this would have prevented the feeling of being trapped in a place with no prospects for growth. Communication is necessary since it keeps employees engaged and informed of what they are likely to obtain from being loyal to an organization. The feeling of being excluded from available growth opportunities in other plants informed the resignation decision made by Bob. Promoting employees from within provides employees with clear advancement path. Where employees fail to see a clear future in an organization, they become frustrated and consider leaving for better opportunities (Connell& Philips, 2003).

Reference

Connell, A., Philips, J. (2003).Managing Employee Retention: A Strategic Accountability Approach. Routledge.177-178.