Career Counseling – Part 2

In part 1 of this article, we discussed the benefits of career counseling. But there are some potential obstacles to the benefits mentioned there. An employee after getting new training for the new department could simply leave the company for another. He/she may get a better position elsewhere with the new training. This obstacle could be overcome by making the employee sign a contract/bond for 6 months or 12 months. Thus attrition rate will be either constant or lower than before.
Another point of concern is, when an employee leaves his/her old department and joins a new department, the original (old) department could face a shortage of people or talent shortage. This can be overcome easily. The transition of an employee to a new department will be made by a committee, consisting of seniors from old department, new department, HR and the career counselors. They will ensure that the employee does a proper handover to the old department employees. The employee could work part-time in both departments for a few weeks before making a complete move to the new department. This can keep away chaos.

One could think that productivity won't really increase if an employee undergoes career counseling. This may/could be true in the short term. But in the long term, career counseling will only help the employee, the department and the company. A happy and satisfied employee in a new work-position is any day better than an unhappy and unsatisfied employee in the old job. Thus the benefits of career counseling for an employee outweigh any obstacles or issues that may crop up.

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