- Many workers believe their companies don't prioritize avenues for career growth, according to KPMG.
- Only 17% believe their job has room for advancement; 23% feel they can move within their company.
It's no shock that workers want growth opportunities within their companies.
What's disappointing is that the majority of workers are dissatisfied by the efforts their employers have made to provide clarity around career paths and opportunities.
Only 17% say their job gives room for advancement and only 23% report they have opportunities to move into a new career/role within their company, according to KPMG's 2023 Talent Survey of 1,035 US adults, conducted from mid-April to May 1.
The research found that many workers believe their companies don't prioritize avenues for career growth, or offer too few resources for training or mentorship. Employees pointed to those concerns as primary factors about why they felt frustration with their "career mobility" — the potential to move laterally within their organization.
Speaking from personal experience, mentorship is critical. It can empower you, build self-confidence, conquer imposter syndrome, and bring honest feedback from a third party.
And in this remote/hybrid world, it can help with isolation and make feel employees more engaged.
The survey results prompted me to reflect on my own career. I could distinctly remember at least five times I didn't know what I was "supposed to do next" with my job, and one time when I was experiencing severe burnout and didn't know how to voice this properly.
Throughout my 21-year career, I've heard a variety of advice including:
It's on me, the employee, to seek career opportunities (which, when I was 25, was confusing).
When feeling like I was spinning my wheels, seek advice (which made more sense, but I didn't know who to talk to).
When talking to my manager about seeking new duties, don't only point out problems, point out solutions as well (advice I still use and hand out to this day).
Don't do things quietly — always make sure someone knows about all the hard work you're doing (but not in a braggy way).
Some of this advice was helpful and some wasn't, but it also depended on how old I was and what stage of my career I was in at the time. Plus, career advice is never one-size-fits-all.
Coinciding with the release of these survey results, Axios CEO Jim VandeHei wrote about how to be a master mentor — and mentee. I eagerly read this piece because when I was particularly frustrated in 2016, I signed up for my employer's internal mentorship program, which luckily, was instrumental in helping me figuring out next steps.
But any misconceptions I had that my mentor would tell me what to do, get me a job, or fix my life were short-lived — that's not at all what a mentor/mentee relationship is.
VandeHei put it well: "To be blunt, it's not simply wanting a 'connection' or a closer relationship with someone with power or success. It's not checking the box of merely seeking mentorship or advice, either."
He likened it to working out: Just going to the gym and wandering from machine to machine isn't helpful for anyone, but having a plan and goals is more useful.
When I sought a mentor, it was because I was unhappy and I didn't know what to do, but that's not the only reason workers should look for mentors.
Thinking about how workers crave guidance on next steps, I think mentorship is a good way to offer some clarity, and empower both managers and employees to carve out clearer paths for those who want mobility — whether that's a promotion, different duties, more challenges, or a completely different path.
VandeHei wrote that his mentee told him this: "Honest mentorship also begets a stronger, smarter, more loyal team of talent."
Insider previously reported that one of the top three reasons HR professionals implement mentorship or coaching programs is to create a more diverse workforce, a 2021 study by the human-resources insights platform HR Research Institute found.
Condoleezza Rice, the former secretary of state, and Laura Newinski, the COO of KPMG US, said they worked to find mentors who shared their career goals and were willing to guide them. Their mentors helped them shatter glass ceilings in their fields and grow their careers.
Are you ready for a mentor?
Because some companies don't have mentorship programs, or if you're seeking a mentor outside of your workplace, you might have to take your search into your own hands. If you're at a crossroads, here are four tips that might help you as you decide whether having a mentor is right for you.
Be clear: If you know what your career goal is, be upfront with yourself. Then, seek mentors who can help you get there.
Self-awareness: I can't stress this one enough. VandeHei wrote that "a lot of people who aspire to bigger jobs think they're ready now." But if you're honest with yourself about strengths, weaknesses, and growth opportunities, you can have a more honest conversation about where you are and how to get to where you want to be.
Don't be defensive: Obviously any time we seek (or give) direct feedback about areas to grow and improve, it's hard. People tend to become defensive, but nobody is trying to make you feel badly about yourself.
Proactiveness: My mentor gave me thought exercises and homework to help me find the next steps in my career. It's not a mentor's job to give you answers. A mentor guides you. I made sure I did that homework and came to each meeting prepared with questions, thoughts, or frankly, being ready to say, "I didn't find this exercise helpful, and here's why."
Nobody has all the answers on what's right for your career, but having open conversations about strengths, priorities, areas for improvement, and goals can lead to a more fulfilling job experience.