Top Highlights

• Generally speaking, we have found that when career development is handed off to HR, problems arise.
• But personality type should not be the foundation of career development.
• The bigger problem with allowing HR to handle career development is that it cuts the manager out of the process. Career development in general, and job sculpting in particular, requires an ongoing dialogue between an employee and his boss; it should not be shunted to another department, however good it may be. HR adds its value in training and supp...
• Managers should have a strong interest in the motivational psychology of their employees. In fact, they should openly express their willingness to help sculpt their employees’ careers and to make the extra effort required to hold onto talented people.
• An effective performance review dedicates time to discussing past performance and plans for the future. In making job sculpting part of those conversations, it becomes systematized, and in becoming systematized, the chances of someone’s career “falling through the cracks” are minimized.

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