Why is relying passively on an employer to deliver a growth path rarely seen as leading to satisfaction for the employee?
Answer
Employees must take active ownership of their own career progression
The text strongly advocates for employee agency in career planning. Passive reliance on an employer neglects the necessity for the individual to define what success means for them at their current stage, which may evolve over time. Active ownership is crucial because organizational structures may not perfectly align with individual ambitions or timelines. Only when employees actively define their own goals and track their evidence of forward movement can they achieve true satisfaction, rather than waiting for an externally managed, and possibly misaligned, path.
Related Questions
Besides accumulating experience and increasing skills, what is another core component defining career growth according to the general definition?What is the key conceptual difference between career growth and career development as outlined in the text?According to the comparison table, what is the primary focus area encapsulated by Horizontal Growth?What is the typical success metric example provided in the comparison table for Vertical Growth?Which tangible sign of progress is characterized by a reduction in the need for direct supervision?What is the name of the practical method suggested for tracking ownership during the Ownership Planning phase of career progression?In a growth phase, how does the focus shift for an employee compared to the earlier career focus primarily placed on execution?What does Intrinsic Growth primarily focus on, as detailed in the Growth Type comparison table?Why is relying passively on an employer to deliver a growth path rarely seen as leading to satisfaction for the employee?What is a direct positive consequence when organizations link performance management directly to individual growth objectives?