Editorial Comment:

Focus of Study

The project set out to examine good experiences of career discussion at work as a means of discerning how more employees might receive effective career support. Research was undertaken with the support of five major organisations, and gathered information from some 250 conversations with givers/receivers.

An analysis of sources of guidance indicated a diverse range was used. Over half took place with managers, though only a fifth were with the individual’s line manager, and the majority were outside formal appraisal. Interviews with specialists, such as external advisers, accounted for 12%, with discussions with HR (generalists and development specialists) accounting for a further 11% of positive discussions analysed.

Key findings

The most relevant area of this study relates to the perceived impact of effective guidance on those who had had an effective career discussion. About three-quarters of positive career discussions led to practical action of some kind, ranging from follow-up meetings to a job move or development activity. Over 60% indicated that a positive outcome had included clearer future career direction, and self-insight. Over half indicated that the discussion enhanced their sense ‘feeling good’ (e.g. by feeling reassured, and valued).

Additional comments

Although a limited study this research builds on other recent work in HRD field of the benefits to organisations and individuals (e.g. Hirsh W. and Jackson C. (1996) Strategies for Career Development: Promise, Practice and Pretence. Institute for Employment Studies, Report 305), and previous research - which includes some limited data on benefits (e.g. Jackson C. (1990) Career Counselling in Organisations: The Way Forward Institute of Manpower Studies Report No 198).