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This article has been written by Saileena Bose and edited by Shashwat Kaushik.

Introduction

“Well-being is a priority… No, wait! career is a priority! No…, I don’t know what to prioritise. One earns me bread and the other is the foundation on which I strive to earn my bread.” – A typical thought bubble runs through almost every employee’s mind at some point or another.

The nature of the trade-off considered in its context is as archaic as the lingo of the preceding struggle of thoughts! In fact, happiness cannot be prioritised over career advancement or vice versa. They are not incompatible in any way, but rather complementary. If one is present, the other will follow. And still, we hang in limbo as to which to prioritise. We do prioritise one over the other from time to time, for example, due to contractual obligations, commitments, agreements, deadlines, personal reasons, and so on. But how far should that be taken? For how long? When should I switch gears? Is it a strategic approach for companies to facilitate both aspects for their employees within the organisation? 

Let’s try to find answers to these questions in this article. To begin with, we need to break the concepts down to their fundamentals. Let’s dive in, then! 

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Understanding career development 

Concept of career development in current scenario 

We are in a VUCA (volatility, uncertainty, complexity, and ambiguity) world more than ever before. With cloud computing, IOT, AI and now quantum computing, humanity has yet to see as many disruptions over generations. In today’s rapidly changing and competitive work environment, the significance of career development and employee well-being cannot be overstated. Organisations that prioritise the growth and 

The well-being of their employees is better positioned to thrive in the face of evolving market dynamics.

Elements of career development 

Career development goes beyond simply climbing the corporate ladder or earning promotions. It encompasses a holistic approach to continuous learning, skill enhancement, and personal growth. 

A symbiotic relationship can best resemble the interplay between individual career growth and organisational success. When employees are empowered to achieve their professional goals, they bring fresh perspectives, valuable expertise, and a sense of ownership to their roles. This, in turn, drives innovation, collaboration, and organisational excellence. 

Strategies for employee career development 

In this section and forward, we will find answers to some questions that we asked at the opening of this article. Prioritising the well-being of employees is no longer a mere option but a strategic imperative. 

Here, we’ll discuss some of the strategic ways in which organisations can facilitate employee career development: 

Training and development opportunities 

When an organisation invests in employees’ learning and development programmes, it supports their skill enhancement and career growth. Providing access to workshops, seminars, online courses, and mentoring programmes and encouraging employees to pursue certifications and acquire new knowledge and competencies relevant to their roles are some of the ways to facilitate the same. 

Career pathing and succession planning 

Providing employees with a clear understanding of potential career paths within the organisation is a great strategic move. This way, channelling the employee’s competencies to organisational growth and their personal development gets streamlined. It’s important to outline the skills, experiences, and competencies required for each level or role. This enables employees to set goals, identify development areas, and take proactive steps towards advancing their careers. 

Performance management and feedback 

Establishing effective performance management systems that provide regular feedback, goal-setting, and performance evaluations enables employees to track their progress, identify areas for improvement, and align their efforts with organisational objectives. Performance discussions can also serve as a platform to discuss career aspirations and create development plans. 

Facilitating networking and relationship building 

Through networking events, conferences, or industry-specific gatherings, the organisation can facilitate connections between employees and industry professionals. Encouraging employees to actively participate in professional associations or online communities can help expand their networks and stay updated on industry trends. 

Apart from the above mentioned strategies, mentoring and coaching are critical to employees’ career growth.

Employee well-being and work-life balance 

Employee well-being is a crucial aspect of a thriving and productive workforce. Improved morale, productivity, and motivation; a strong employee value proposition; and increased employee loyalty and retention are some of the rewards of promoting employee well being. 

According to a 2019 Charted Institute of Personnel and Development (CIPD) survey, illness, mental health and stress were the biggest contributors to absenteeism at workplaces in the UK. 

Organisations that create supportive work environments, promote work-life balance, and prioritise mental and physical health support experience higher employee satisfaction, reduced turnover rates, and increased productivity. The success of employees and the success of the organisation are intertwined. Several factors contribute to an employee’s well-being, including their mind, body, psychology, finance and social well being. 

Some of the ways the organisation can strike a work-life balance for the employees are by providing flexible work arrangements such as remote work, flexible hours, compressed workweeks, or parental leave options. By supporting employees in achieving a harmonious balance, organisations can reduce stress, enhance job satisfaction, and improve overall well-being. 

Mental and physical health support 

Awareness and solidarity can go a long way towards supporting employees struggling with any number of personal issues. At American Express, the company created a new campaign in honour of Mental Health Awareness Month: “Here for You. Here for Each Other.” What inspiration can an organisation draw from this initiative? 

  • Recognise the importance of mental health and provide resources and support to employees. 
  • Offer access to confidential counselling services, employee assistance programmes (EAPs), or mental health initiatives such as stress management workshops or mindfulness training. 
  • Encourage open conversations about mental health and promote a stigma-free environment where employees feel comfortable seeking help when needed. 

Buffer, Facebook, Accenture, and Johnson & Johnson are some of the companies that have pioneered the idea of ‘A cause for good above objectives for profit.’ 

Work environment and culture 

Fostering a supportive and inclusive work environment where employees feel valued, respected, and included will establish a sense of safety in the minds of the employees. Promoting diversity and equality and addressing any instances of discrimination or harassment promptly and effectively will make them feel protected and acknowledged. Encouraging team

Building activities and staff volunteering activities will help boost the belongingness factor in the organisation. A supportive work environment fosters a sense of belonging, enhances psychological well-being, and promotes overall job satisfaction. 

Is a trade-off worth making 

You are an ambitious, high-achieving employee of your organisation. You have consistently given ground-breaking solutions to your organisation through your intelligence and hard work. You have been duly recognised for the same all along. Now, just imagine that you have a new manager. He suddenly starts demanding extra work hours, stops recognising your efforts and your talents and rebukes you. You cannot give time to your family. You feel stressed and upset. Will you continue working in that organisation? Let’s intensify this. He further indulges in Quid Pro Quo as a condition for appraisal, promotion, etc. You are done! You will leave the organisation immediately. So, you just traded your career development for your well-being. And this is an example of a very worthy trade-off. For an organisation, thus, the trade-off between career development and employee well-being is not an either-or situation but rather a balance that it should strive to achieve. It is crucial to recognise that career development and employee well-being are not mutually exclusive but interconnected factors that influence each other and contribute to a company’s profit, growth and goodwill. 

When organisations prioritise career development, employees are provided with growth opportunities, skill enhancement, and a clear path for advancement. This fosters a sense of purpose, motivation, and personal fulfilment, positively impacting their overall well-being. Career development can contribute to job satisfaction, increased engagement, and higher productivity levels. 

On the other hand, neglecting employee well-being in the pursuit of career development can lead to burnout, stress, and decreased job satisfaction. Employees may experience diminished mental and physical health, reduced motivation, and lower productivity levels. This can ultimately hinder career growth and negatively impact organisational success in the long run. 

Indian legal perspectives 

Employee well-being and career development are not only important from a human-centric perspective but are also supported by various legal frameworks in India. These frameworks aim to safeguard employee rights, ensure a safe and inclusive work environment, and promote holistic growth. Here are some key legal perspectives relevant to employee well-being and career development in India: 

  1. The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013: This Act mandates organisations to establish internal complaints committees to address and prevent sexual harassment at the workplace. It emphasises the importance of providing a safe and respectful environment for all employees, particularly women. Compliance with this act is crucial for promoting employee well-being and ensuring a harassment-free workplace. 
  2. Indian labour codes (codes on wages, industrial relations, occupational safety, health and working conditions): The Indian labour codes, encompassing multiple labour laws, provide legal provisions to safeguard employee rights, including those related to well-being and career development. The codes focus on aspects such as fair wages, working conditions, social security, and occupational health and safety. Compliance with these codes ensures the overall well-being of employees and their protection from exploitation. 
  3. The Maternity Benefits Act, 1961: This Act ensures the well-being of women employees by granting maternity benefits such as paid leave, medical allowances, and nursing breaks. It promotes a healthy work-life balance for working mothers and protects their rights during and after childbirth. Adhering to this act demonstrates an organization’s commitment to supporting the well-being of its female workforce. 
  4. The Employees Provident Fund and Miscellaneous Provisions Act, 1952: This Act mandates employers to contribute to the Employees’ Provident Fund (EPF), which serves as a retirement savings scheme for employees. By contributing to the EPF, organisations contribute to the financial well-being and long-term security of their employees. 
  5. National Skill Development Corporation (NSDC) Initiatives: The NSDC, established by the Indian government, focuses on skill development and promoting career growth. It collaborates with various sectors and industries to provide skill training programmes, apprenticeships, and certifications. Organisations can leverage these initiatives to support employees’ career development by aligning training programmes with industry requirements. 
  6. Employment contracts and non-discrimination laws: Employment contracts in India often include clauses related to career development, promotion criteria, and growth opportunities. These contracts provide a legal framework for employees to seek redress in cases of unfair treatment or denial of career advancement opportunities. Additionally, non-discrimination laws protect employees from bias based on factors such as gender, religion, caste, or disability, ensuring equal opportunities for career development. 

Organisations need to be aware of these legal perspectives and comply with the relevant laws and regulations. By doing so, they create a framework that promotes employee well-being, supports career development, and fosters a fair and inclusive work environment. Consulting legal experts and staying updated with changes in labour laws is crucial to ensuring adherence and protecting the rights of both employees and employers. 

Conclusion

At the end of this article, we have understood how employee career development is dependent on their well being and vice versa. As long as an organisation has to work with humans, these two aspects are as important as both the wings of an aircraft for flying. We are moving into an era where AI is becoming a co-pilot for many business activities, resulting in reduced human requirements. Nevertheless, humans from an organisation cannot be alienated altogether and thus, the need for career-growth and well-being will never be out of question.

References 

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