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Career planning and assistance for your employees and options for career progression such as training, development and promotion are factors that can help you to retain staff over long periods of time.

As an employer, you should encourage people to come up with career goals and to plan where they would like their career to head. Retaining employees often involves keeping them up to date with the narrative of the business, providing details of the 'business story' so they can keep realigning their own plans with those of the organisation.

Part of the career planning process is identifying what positions in the business your employees would like to reach. This may be within a relatively short or long term period. You should identify who would like to change jobs, stay in the same position, be promoted or change fields and move into something different, such as management. The My Future site provides some basic information on career planning and offers assistance to employees.

By identifying the goals of your employees, you can determine who should be the focus of future specific training and development. This allows you to better manage your staff and lets you help them achieve their career goals. Staff who feel that their employer is interested in seeing them succeed within the business are generally more inclined to remain loyal to that business. The WA Get Access page has further information on career planning initiatives for employees and employers.

It is important to note that some employees strive on high pressure, performance based positions of employment, yet other employees may like less stressful positions even if they offer fewer opportunities for promotion. The people who feel that they have no chance of progression within your business may seek employment elsewhere. Therefore, it is vital that wherever possible, you try to make sure that people understand what options for career planning, progression and promotion, as well as training and development, are available to them.