IT IS a sad fact that one in three Singapore workers is uncertain about his career (my paper, July 31).
Many have not received vocational guidance after completing their studies, and they just grab any job opportunity which comes their way.
Some are now unhappy and discontented with their work, after they realise that their qualifications are not relevant to their jobs.
Career uncertainty can adversely affect a worker's job performance, and it is imperative for managers to help employees chart their career paths.
It would be beneficial for a company to deploy its employees to different sections so that they will learn new skills, apart from gaining a better insight into the organisation?s operations.
Training and retraining as well as job-redesign can enhance an employee's loyalty to the company and his job satisfaction, thus minimising staff turnover.
I agree that one essential aspect of good management is understanding the aspirations and strengths of employees. They need guidance as to how they can contribute more to the organisation and what the future holds for them.
A worker who knows that his boss values his contribution will be an asset to the company, because such a worker believes that he has a stake in the business.
