Career or professional development is one of the most important drivers of employee engagement and retention.  The need to grow talent is more important than ever as the “half-life” of employees’ skills ranges from 18 months to 5 years.  The importance of ongoing development is clear, and it is one of the most significant investments organizations will make to ensure they have the skilled talent to help them succeed.

With that investment is the expectation that it will produce a sizable return on investment.  Through increased employee engagement organizations expect all the hallmarks that come with it:  reduced turnover, increased productivity, increased innovation, improved customer relations and more profitability.

It is essential to measure your organization’s professional development capability through the eyes of its employees.

This 32-item adaptive response survey helps organizations measure how well it’s providing the development employees need in multiple ways:

  1. Career Options and Systems – Does the organization have resources and systems?
  2. Job Fit and Engagement – Do employees feel the work they do fits their skills, and that they enjoy what they do?
  3. Management and Mentoring – Does management develop, coach and mentor the employees?
  4. Feedback Systems – Is there an official performance appraisal system, and how effective is it?
  5. Supports and Barriers to Career Advancement – What’s supporting or stopping people from advancing in their careers?

The Professional Development Gauge includes a mix of quantitative and qualitative questions and provides a comprehensive view of the factors impacting an employee’s perceptions of an organization’s professional development and career advancement processes.

The assessment takes approximately 7-10 minutes to complete and provides three demographic data cuts within the base cost of the assessment.  Data cuts specific to how individuals answer a question about their preferred options for development (how they want to develop vertically or horizontally in the organization are also provided.

If knowledge is a power, then learning is a superpower.

Jim Kwik

We now accept the fact that learning is a lifelong process of keeping abreast of change. And the most pressing task is to teach people how to learn.

Peter Drucker

Contact Us About Our Professional Development Gauge