The emphasis is on levels of competence, rather than on job descriptions in boxes. Sometimes the employees help to design these dual career paths, empowering themselves in the process. When people's talents are not wasted, productivity rises and so does morale. Career management systems. Empowered employees take charge of their own careers, especially now that companies can no longer guarantee permanent employment.
Employers can, however, provide some tools to help.
Performance management processes. Performance discussions are not used for controlling or reprimanding, but for promoting a partnership between employee and supervisor. Together, the two share ideas, identify opportunities, and define what each needs to do to improve individual and departmental performance. Upward feedback . Such a process needs to ensure that both employee and supervisor feel minimum pain and optimum gain and that new awareness is translated into changes in behavior.