Bridging the career support gap to retain top talent

As organisations adapt to new challenges, one thing remains constant: employees are looking for meaningful growth and career development, particularly ambitious talent who are at the top of their game. Yet, Right Management’s recent reports highlight a startling disconnect between leaders’ perceptions and employees’ realities. For HR professionals tasked with recruiting and retaining top talent, this gap presents both a challenge and an opportunity.

Employees today face a professional landscape that feels like an uncharted territory. For example, only 27% of employees have clear career plans, despite 69% of leaders believing their workforce has enough direction. This mismatch highlights a pressing need for HR to address career uncertainty through structured pathways and transparent communication.

Effective career support starts with understanding what employees value most. While leaders often equate career success with vertical advancement, employees are more likely to view it as a continuous journey of growth and skill development. This divergence suggests HR should prioritise creating diverse opportunities for lateral moves, skill-building, and personalised career paths.

Another key finding emphasises that financial incentives alone don’t drive employee loyalty. Instead, organisational fit—alignment with company culture and values—and access to meaningful development opportunities are the most significant engagement drivers. For HR, this means ensuring recruitment processes emphasise cultural alignment while also investing in robust training programs.

Right Management’s data shows that 33.9% of employee engagement is tied to fit, with another 31.4% linked to career support. However, leaders’ perceptions lag behind; many overvalue pay and perks, neglecting these critical factors. HR professionals can lead the charge by reimagining onboarding to include cultural immersion and by tailoring career development programs to individual needs.

Addressing the ‘middle employee’ problem

Middle-tenured employees—those with three to five years at an organisation—are often the most at risk of disengagement. Unlike new hires, who benefit from onboarding attention, and senior employees, who are well-established, this group can feel overlooked, even if they are highly talented and add real value to the organisation. This means there is a need to focus on these ‘middle employees,’ who often lack clarity about their career trajectories.

For HR professionals, the solution lies in proactive engagement strategies. Regular check-ins, personalised development plans, and access to mentors can help these employees feel valued. Creating formal career pathways and transparent promotion criteria can also dispel the ‘frosted glass’ effect, where employees struggle to see how to advance and might look for career progression elsewhere.

The role of leadership in career development

Managers play a pivotal role in career guidance, yet only 30% of employees feel their organisation provides reliable advice. This gap points to a need for HR to invest in leadership training, equipping managers with the skills to have effective career conversations. By building a coaching culture, HR can ensure managers are not just task-oriented but also growth-focused.

Strategies for success

To bridge the career support gap, HR professionals can implement the following strategies:

• Expand career development frameworks: Move beyond traditional ladders to include lateral moves, skill-focused roles, and cross-departmental opportunities.
• Promote internal mobility: Ensure employees are aware of internal opportunities through clear communication and accessible platforms.
• Tailor training programs: Design personalized development plans based on employees’ career stages and aspirations.
• Strengthen feedback mechanisms: Regularly solicit employee input on career support needs and adjust strategies accordingly.
• Hold leaders accountable: Evaluate managers on their ability to support employee growth as part of performance reviews.

How DAV can help

At DAV, we understand that recruitment and talent acquisition are the foundational steps to building a workforce that stays engaged and committed. By identifying candidates who not only possess the right skills but also align with your organisation’s culture and long-term goals, we help businesses set the stage for retention and growth.

Finding the right fit is more than filling a role—it’s about creating a partnership that benefits both the individual and the organisation. Our expertise ensures that you bring in top talent who are positioned to thrive within your company, laying the groundwork for lasting engagement and career development.

Ready to take the first step toward building a loyal and high-performing team? Partner with DAV today.