The promise of satisfaction and morale is offered in every employee engagement model to fulfill core qualities in HR management. An HRMS platform service could become complete if it can offer trust and transparency to the existing operations. However, employees may still not feel comfortable with their job position and career prospects. This could result in the human capital resources of an organization seeking alternative options for professional movement. An example concept in this regard is the career cushioning model.
We talk about career cushioning extensively in this blog article. The space serves as a resource to understand deeply about the impactful implementation of this structure, its features, and various benefits to the organization. You can learn more about the different factors that contribute to the problem in a business model and how to tackle them effectively.
Finally, we give a brief overview of the use of custom digital software solutions to discover methods to deal with career cushioning. Feel free to browse through the segments in this post to get an essential idea of the remarkable insights of this concept in your firm.
What is Career Cushioning?
Of all the dominant functions and attributes that can contribute to your core HR management process or model, a premium concept is employee engagement. There are many ways you can focus on this function feasibly. A strategic solution in this case is to tackle the challenge of career cushioning to boost your HR process.
In this space, your employees may be looking at safe, comfortable backup options to add value to their career prospects or professional development. Employees will stay with the organization instead of quitting the firm. But they might be referring to different backup options and choices to progress in their professional career. This could be problematic for the company’s business model.
Despite the debate about the ethical aspects of this feature, this is still a unique model that consistently occurs among the human capital resources in your organization. It could range from general knowledge or awareness, extend to preparation for newer roles, and finish with parallel skills development plus workflow activities.
Of the different tactics that your employees could adopt to pursue career cushioning effects, the top ones are job monitoring, CV updating, and upskilling. Research resources convey that nearly 50% of the employees in a firm are actively training and preparing for new job roles while still employed by the current organization.
Market study and psychological preparation are active components in this model that work to promote the employee perspective regarding their jobs. More details regarding the exclusive application of this concept can be widely discussed in the upcoming sections.
Features of Career Cushioning
When you proceed with the impactful implementation of career cushioning in your organization, it offers a whole set of features. The major attributes that you should consider in this regard are as follows:
Strong network management
One of the essential features that you can consider is the inclusion of a dynamic employee networking culture. This could help them manage strong and solid relationships with other members of the community.
Consistent upskilling
Your employees can be subjected to a consistent level of upskilling and reskilling if you properly use the concept of employee management using training resources. However, they can do this themselves under the career cushioning efforts.
Financial security & support
Another important step that you can manage is the inclusion of financial security and core support to boost the effects of your operations model. It could help you navigate a proper structure in employee engagement. This is also an important attribute to consider when cushioning career prospects for your employees.
Career planning incentives
An ideal feature under this model is the influential use of career planning done by your human capital resources for optimal growth and success.
Adaptability and flexibility
If you can cover the function of adaptability and flexibility to promote value for your employee operations, it could be useful. This is also a feature under the model to help you progress in the category of HRMS platform support.
Opportunity management values
If you can consider the core attribute of employee opportunity management, it could be a terrific feature in the domain of business performance and productivity. This can be aided under the section of career cushioning measures as your employees seek greener pastures.
Main Factors that Contribute to Career Cushioning of Employees
If your goal is to work with career cushioning challenges, it is important to learn about the main factors that cause the same in an organizational context. Some of these factors are:
Job security concerns
When you have a top-notch factor, such as a job security factor, it could contribute to this concept. This occurs from the problem associated with the safety of employment from the employee’s perspective.
Ambitious career planning
Appropriate career planning with a suitable and desirable impact could be a frontrunner in the evolution of optimum career prospects for your employees.
Financial flexibility
The flexibility in your financial domain is interesting enough of a proposition in any business setup. However, it can be raised with the unique and essential support of financial models in an organization.
Workflow evolution
One of the obvious choices that could create value for your core HR operations model is the adoption of a workflow evolution in an organization’s HR setup. This could be a significant factor that could cause the introduction of the specialized concept under discussion.
Company culture
The importance of work culture and work-life balance or fit is a key parameter that could cause your employees to jump ship to other organizations and business models.
Business structure
If the business structure or performance pattern in your organization fails to communicate and collaborate effectively, it could be a vital factor for the shift in employee mentality.
Internal communication
All internal communication and collaboration features matter a lot in the well-defined aspects of a career change plan by the organization’s human resources.
Investment in chances
If you can think about the core investment in terms of chances to meet your organizational results, it could be useful for your employees as well. If they want to explore the scope and potential of this model themselves, it could boost their chances with ease.
Advantages and Disadvantages of the Career Cushioning Concept
The major merits and demerits of career cushioning for your organization and its employees are listed in this section.
Advantages:
Expansion of professional network
The major advantage that you can receive from this concept is the chance to expand your professional network as a professional.
Enhanced job security
With backup plans and measures in action, your job role will be more secure and capable of protected growth.
Improvement in confidence
If you can work with this feature, it could help you improve your confidence and courage in handling the operations in the firm.
Provision of opportunities
It will offer the employees many possibilities regarding career opportunities and chances for progress.
Facilitates career progression
The development in the career is guaranteed while working with features such as upskilling steps.
Fosters a positive mindset
Staying true to employee services and solutions is an optimum step to create a positive mindset for the various employees in the firm. This could be beneficial for employee personalities in the long term.
Personal assessment and insights
When you consider the bigger picture of a career progression, the different steps could help in the provision of personalized insights based on real-time assessment.
Disadvantages:
Chance for work distraction
This concept could distract from your work responsibilities and duties in the current set of operations model performance tasks.
Issues with trust and transparency
If you place your focus on this model, it could contribute to issues in the domain of trust and transparency within the organization.
Increase in turnover rates
If active career progress happens, your employee turnover rates may rise, causing the company’s operations to decrease in value.
Lowered performance rates
Implementation of this step could give rise to a reduction in the performance and productivity rates of the organization.
Uncertainty in profession
One of the troubles in this case is the formation of uncertainty and risk from the viewpoint of the professional careers of your employees.
Burnout and compromise
Your employees may suffer burnout and compromised deals if they maintain constant connection with a backup model in their careers.
Steps to Avoid Career Cushioning in Organizations
If your objective is to tackle the issue of career cushioning, you should follow a formal procedure. The mainstream steps and measures that you can undertake to promote this feature are listed below for your reference:
Promotion of a positive work environment
One of the engaging steps that you can employ to help with employee careers is the adoption of a positive work culture and environment that assists in optimized resource management.
Better collaboration and teamwork
Working with great and efficient collaborative efforts could be useful in urging your employees to stay and maintain a stable standing in the workplace.
Investment in employee mentorship
The positioning of ideal mentorship goals and your placement of employees in such an invested model could help your resources grow and succeed effectively without changing job roles.
Provision of resource welfare
The introduction of employee welfare steps is useful in building an authentic resource management program to boost the quality of employees in the workplace.
Core retention strategies
If you can provide guided employee retention strategies and techniques, it could help you raise the game with a core HR operations model.
Competitive staff benefits
The provision of staff benefits administration tactics, plus the use of rewards and recognition schemes, is a vital step to help your case in tackling bulk employee exits.
How Can You Measure Career Cushioning in Your Firm with Artify 360?
When you decide to pursue measures to overcome career cushioning from an HR perspective, it is important to learn about the different possibilities first. This can be managed with the unique help and support of a proven and dedicated HR portal. Digital innovation practices under the category of cloud HR software can help you in this regard.
Artify 360 is the best example that we can recommend for you to utilize in this specific scenario. It can strategically work with all elements of an inclusive HR operations management model to deliver the best solutions and services for you. We can offer and promote all aspects of an HR software system for you to work feasibly in this case.
At Artify, you have the option and opportunity to understand and analyze the various routes to employee engagement. This can assist you in promoting an active and essential HR payroll software model to generate value for your core integrations. It can help you stay on top of career cushioning measures and parameters without fail. Contact us to get more details on measures to proceed in this model feasibly.
