Page 245 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Training and Development System

Notes 14.3.3 Career Plateau

A career plateau occurs when an employee is in a position that he does well enough not to be
demoted or fired, but not so well that the person is likely to be promoted. When the employee
realizes that he is at this plateau, the motivation to stay current as a manager, professional, or
technician may be reduced. Many companies use continuing education for middle – and
upper – level management to combat obsolescence.
When an employee reaches a career plateau, obsolescence may even be more likely.

Did u know? What is employee Obsolescence?
Obsolescence results when an employee no longer possesses the knowledge or abilities to
perform successfully.

14.3.4 Coping with Career Breaks

Career breaks, at times called employment breaks, are extended periods of leave - usually
unpaid - of up to 5 years, or more. Some employers set up schemes which are open to each and
every one employees, whereas others stipulate that career breaks must be for particular purposes.
Child care is the mainly common reason for taking a career break. Most schemes necessitate
employees to resign with employers giving a commitment to reemploy participants at the
equivalent grades or levels when they return to work.

Employees are in general allowed to use sabbaticals for any reason they choose, which may
include travel, deliberate work or the pursuit of a hobby or interest.

Did u know? What are Sabbaticals?
Sabbaticals are a type of career break or extended leave which some companies use to
reward employees for long service.
Sabbaticals are habitually seen as a way for employees to ‘recharge their batteries’ with the aim
that they will return refreshed and remotivated. Employers may also build up employees by
getting them to take on the duties of their seniors away on sabbatical.
Career breaks can facilitate employers retain skilled and experienced staff. They can provide a
pool of trained, committed employees to provide cover up during busy periods or staff absence.
Possible drawbacks may be the time and cost of setting up a scheme, the complexity of keeping
skills up-to-date and of re-employing returners during a time of recession. In a number of
industries and professions there may be a danger of losing accredited status through taking a
career break. Many employees are powerless to contemplate career breaks as of the loss of
income.

Managing Career breaks Options Successful

 Consult with mangers, employees and their representatives while developing the scheme.
 Determine eligibility requirements such as length of service, the number of breaks
permissible and whether to limit the reasons for a break. For instance are breaks allowed
for:

 care of children or sick or elderly relatives

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