The Establishment Phase – Building Structures

& Shifting Processes

May 16, 2012

Once a community has achieved critical mass, you enter the establishment phase. 

There are some key things you need to do here:

1) Shift the amount of time gradually from micro to macro level interactions.

2) Begin preparing for a BIG online community.

3) Introducing sense of community elements. 

Each of these deserves more attention. 

Move to macro-level tasks

The tasks you focus on change. You move from micro interactions (initiating
conversations, inviting members to join, and prompting people to participate), into
a broader array of more macro-level activities (tasks that affect more members). 

These macro tasks will include:

1)    Writing content about the community.

2)    Building relationships with key members.

3)   Organizing regular events/activities.

4)   Promoting the community in other channels where your target audience

gathers.
Note the subtle shift from one phase to the next. Tasks should gradually change as
the community develops. There should not be an abrupt change, but a steady shift
as an increasing amount of activity is generated by members. 

Build structures for growth

 You should be preparing to have a big online community. Don't wait for there to be
too much activity.

Begin putting processes in place now to scale the community. This means recruiting
volunteers, identifying the and growing the sub-groups. Optimizing the platform.
Embed traditions which are useful to the community (such as welcoming
newcomers).

If you wait for the community to become so big it's overwhelming, then you'll only
ever be reacting to it. You'll have low levels of participation. 

Sense of community

You also begin to work on developing a sense of community. Be clear about the
boundary of the community, use content and events to increase familiarity
between members. Document the community history. Identify and try to take
action on the issues your members care strongly about. 

In short, you shouldn't be doing the same tasks you did last year. Your average day
should be very different. Bridge the gap between small and big. Plan for growth and
move to macro-levle tasks. 

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What are the five career stages?

The career stages, also referred to as career life cycle stages, are ways of
categorizing where you are in your professional life. The five career stages are:

1. Exploration
Typical age range: 21-25

Exploration refers to the stage before gaining permanent employment. Those in

this stage may be finishing an undergraduate or graduate degree. This stage
shapes the direction of your professional ambitions. As the prospect of a long-term
career approaches, you may begin to eliminate many options and focus on several
professions that interest you.

Your background and personality influence your career choice. Your path may also
be informed by:

 Your upbringing
 Communication from parents
  Feedback from teachers
 Education

As you begin your job search, your efforts will typically include:

 Discovering interests: Define what your passion is, what motivates

you and what jobs are suited to your personality.
 Developing basic skills: Take courses for your intended career and
pass any necessary state or national exams, such as the medical
licensing exam.
 Creating expectations: Consider what type of lifestyle you want in
the future and what salary range will provide this lifestyle. Think
about whether you want a family and what kind of work/life balance
you would like to achieve.
Tips for success in the exploration stage:

 Explore many different career paths through shadowing,

internships, part-time work and volunteering.
 Speak to teachers and counselors about the courses and training
required for careers that interest you.
 Use your college career center to make connections with
employers.

2. Establishment
Typical age range: 25-35 years old

The establishment stage includes your initial job search, applying for a job and
accepting your first long-term position. You are likely to accept an entry-level or
mid-level position with comparably minor responsibilities.

Learning, career development and establishing your place characterize this stage.
The realities of your job replace the expectations from the exploration stage. You
may experience uncertainty and anxiety entering the workforce for the first time
and encountering many new situations and people. However, this stage also
brings excitement for a new phase in your life and anticipation of the future.

Your main objectives in the establishment stage are:

  Learning your new job
 Gaining acceptance from peers
 Developing and improving your skills

During this time, you can experience your first professional successes and
setbacks. Try to stay positive when faced with challenging feedback and diligent
about skill development.

Tips for success in the establishment stage:

 Develop and enhance skills through workshops and continuing

education courses.
 Find a mentor in your profession you can ask for advice and
guidance.
 Use your performance reviews to help direct your skill development
into specific areas of improvement.
 Pursue certifications or licenses in your industry.

Read more: When to Start Applying For a Job

3. Mid-career
Typical age range: 35-45 years old

This stage may be characterized by either career stability and progression or a

transition into a new profession or field. Many employees in this stage reach their
peak levels of productivity and maintain a skill set specific to their role. These years
will demonstrate your commitment to your work and solidify your position. By
remaining dedicated to your current job, you can receive greater responsibility and
the resulting rewards and recognition.

You will likely expect progress at your job, such as a promotion or pay increase. If
this does not occur, you may choose to reassess your role. In this stage, you may
consider reevaluating your goals, interests and skills. Like many mid-career
professionals, you may face the choice between achieving greater success in your
current role or transitioning to a new position or an entirely new career.

Additionally, work-life balance is often a concern during this stage. You may face
the challenges of succeeding in your professional life while devoting time to family
and activities outside of work.
Tips for success in the mid-career stage:

 Speak with your supervisor about opportunities for growth and

forward movement.
 Evaluate your job satisfaction.
 Apply for internal positions that provide a greater challenge and
greater responsibilities.
 Speak with your peers and check job boards for open positions in
other companies that may align better with your career aspirations.

Related: Nine Best Careers to Start at 40

4. Late-career
Typical age range: 45-55 years old

Presuming that you progressed through the midcareer stage successfully, the late-
career stage can be an opportunity for a less demanding work environment.
Rather than learning or obtaining new skills, the late-stage employee can teach
others and begin identifying and training a successor.

You may have fewer opportunities for advancement, but you can enjoy tasks like
mentoring younger employees. You will likely not have any job changes during this
stage, relying on your reputation and good standing as security for your position.

You can begin to envision what your life will look like after retirement and may
spend less time working and more time doing activities you enjoy outside of work.

Tips for success in the late-career stage:

 Develop interests outside of work, such as gardening, biking, or

photography.
 Join a club or group, like an alumni association or civic group.
 Prepare for retirement financially by speaking with the human
resources department and a financial advisor to detail your
retirement goals.
 Consider offering your expertise through a mentorship program,
speaking at a conference or writing a book.

Read more: How to Become a Mentor

5. Decline
Typical age range: 55-65 years old

After finishing a solid career and several decades in the workforce, many people
are ready to retire in their mid-60s.

After retirement, you may choose to enjoy the break from working by spending
more time with family and friends and traveling. You can channel your skills and
knowledge into reviving past hobbies, developing new interests or volunteering.

Depending on your financial situation, lifestyle and energy level, you may also
consider finding other ways to make money, such as:

 Working part-time
 Consulting on a freelance basis
 Finding another full-time job

Tips for success in the decline stage:

 Stay sharp by engaging your mind with activities such as lifelong

learning opportunities, painting and reading.
 Continue to socialize by meeting with friends and family regularly.
 Share your knowledge through teaching at a community center or
college.

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Everything you need to know about the stages of career
development. Career development refers to those personal
improvements which one undertakes to achieve a personal career
plan.

“Career Development is an on-going process that occurs over the

life span and includes home, school and community experience”. –
Pietrofesa and Splete.

Career development can be analysed based on the career stages.

There are five career development stages through which most of us
have gone through or will go through. These stages include-
exploration, establishment, and mid-career, late career and
decline.

In this article we will discuss about the various stages in career

development. They are:- 1. Exploration 2. Establishment 3. Mid-
Career 4. Late Career 5. Decline.

Career development refers to those personal improvements which

one undertakes to achieve a personal career plan. Before we discuss
about career development, it will be quite in the fitness of things to
first understand about the following terms which will be used while
discussing about career development.

According to Keith Davis, a career is all the jobs that are held during
ones working life.

Career path – A career path is the sequential pattern of jobs that

form a career.

Career planning – Career planning is the process by which one

selects career goals and the path to these goals.

Career goals – Career goals are the future positions one strives as a
part of career.

Career management – According to French and Bell, career

management is the process of designing and implementing goals,
plans and strategies to enable the organisation to satisfy employee
needs while allowing individuals to achieve their career goals.

Perceptions are changing-fast. The way people used to views careers

decades ago stands changed. The cut-throat competition, economic
slowdown, globalisation and so on have led to the phenomena of
downsizing, mergers, takeovers, mergers and consolidations, dual-
career couples and outsourcing, all of which are responsible for the
change of perception of people about careers.
Today, in countries like India, most people unlike in the past are not
confined to one or a few organisations for their upward movement.
They may rather move anywhere to reinvent themselves. They may
not only change their organisation but also, if need be, even the
trade industry or even their profession. Today, people assure their
employers that they will give their best to the organisation but, in
return, expect a fast-track career.

Super and Hall have pointed out the following five stages
in career development:

Stage # 1. Exploration:

The exploratory stage is the period of transition from college to
work, that is, the period immediately prior to employment. It is
usually the period of one’s early 20 s and ends by mid-20 s. It is a
stage of self-exploration and making preliminary choices.

Stage # 2. Establishment:

This career stage begins when one starts seeking for work. It
includes getting one’s first job. Hence, during this stage, one is
likely to commit mistakes; one has also the opportunities to learn
from such mistakes and may also assume greater responsibilities.
He/ she accepts job challenges and develops competence in a
speculating area. He/she develops creativity and rotates into a new
area after three-five years.

Stage # 3. Mid-Career:

During this stage, the performance may increase or decrease or may
remain constant. While some employees may reach their goals at
the early stage and may achieve greater heights, some may be able
just to maintain their performance. While the former may be called
‘climbers’, the later ones are not very ambitious though competent
otherwise. During this stage, an employee tries to update
himself/herself technically and develops skills in coaching others.
He/she may rotate into a new job requiring new skills.
Stage # 4. Late Career:
This stage is usually a pleasant one because during this stage, the
employee neither tries to learn new things nor tries to improve
his/her performance over that of previous years. He/she takes
advantage of and depends on his/her reputation and enjoys playing
the role of an elderly statesperson. He/she may shift from a power
role to one of consultation. He/she starts identifying and developing
successors and may also start activities outside the organisation.

Stage # 5. Decline:

Since it is the final stage of one’s career, it ends in the retirement of
the employee after putting up decades of service full of continuous
achievements and success stories. As such, it is viewed as a hard
stage.

Stages of Career Development – Classified by Decenzo and Robbins (2008)

Decenzo and Robbins (2008) have classified career up to
the age of 75 years as follows:

1. Exploration:
A career stage that usually ends in the mid-twenties as one makes
the transition from school/college to work-

i. It has least relevance to organizations as it occurs prior to

employment.

ii. People develop expectations about their careers which are mostly
unrealistic.

iii. Successful exploration involves trying a lot of potential fields.

iv. In this stage attitudes toward work and dominant social

relationship patterns are formed.

2. Establishment:
A career stage in which a person finds his/her first job-
i. This period includes accepting the first job, being accepted by the
colleagues, learning the job and gaining first experience of success
or failure in the real world.

ii. This stage starts with uncertainties and anxieties.

iii. This period is dominated by two problems viz., finding a niche

and making one’s mark. Finding a niche, that is, finding the right
job may take time for many.

iv. This stage is characterized by making mistakes, learning from

those mistakes, and assuming increased responsibilities.

v. This stage also takes a lot of time and energy but brings in a sense
of growth expectation or anticipation.

3. Mid-Career:
It is a career stage shown by continuous improvement in
performance, levelling off in performance or beginning
deterioration of performance-

i. Many people do not experience career problems until they reach

the mid-career stage.

ii. Being continuously productive after reaching this stage is

difficult for some people. However, continued growth and high
performance are not the only successful outcomes at this stage.
Maintenance is another outcome. Those employees who maintain
their status quo without further advancement cannot be called
failures, they are plateaued.

iii. Plateaued mid-career employees can be highly productive,

though some of them may not be assertive or ambitious they are
technically competent. They are happy to contribute to the
organization’s development and they can be managed easily.

iv. For some, mid-career is marked by loss of both interest and

productivity at work. That is, their work begins to deteriorate. These
employees are given less conspicuous jobs. Some may be demoted
or even discharged. In certain cases some may be reenergized by
shifting them to different positions. The shift may boost their
morale and productivity.

4. Late Career Stage:

A career stage where the employees experience a pleasant time and
enjoy by resting on their laurels. Late-career individuals do not
bother to outdo their previous performance. Their value mostly lies
in their judgement built over the years through varied experiences.

Unfortunately the employees who have stagnated or deteriorated in

the earlier stage (mid-career stage) realize that they cannot make
any impact as they expected earlier. They may even fear for their
jobs. They may look for retirement.

5. Decline (Late Stage):

This is the stage at the end of one’s career, usually marked by
retirement-

i. It is a difficult stage to experience for any one, particularly for

those who experienced successes in the earlier stages. The
successful may find it difficult to come out of the lime-light.
However, for the unsuccessful people, retirement could be pleasant
as they can leave behind all the frustrations experienced earlier. For
plateaued people, it is easy to switch over to other activities.

ii. Whether one had a successful or unsuccessful career, adjustment

to retirement is a difficult process. It is a challenging task.
Nevertheless, those who are physically fit and willing to take up jobs
after retirement look at retirement a chance to do different
activities.

iii. Some people look for different avenues, paid or voluntary.

However, the decision depends on one’s financial security.

iv. Retirees with adequate funds are likely to engage in activities

which they like, but those who are financially insecure have to seek
some gainful employment to supplement their pension/retirement
income.

Stages of Career Development – Steps in Establishing a Career Development System

Career development programmes are not of recent idea.

There are four steps in establishing a career development system.

They are- (i) needs — defining the present system, (ii) vision —
determining new directions and possibilities, (iii) action plan —
deciding on practical first steps, and (iv) results — maintaining the
change.

Step 1 – Needs:
This step involves in the conducting a needs assessment as a
training programme.

Step 2 –  Vision:
The needs of the career system must be linked with the
interventions. An ideal career development system known as the
vision links the needs with the interventions.

Step 3 – Action Plan:

An action plan should be formulated in order to achieve the vision.
The support of the top management should be obtained in this
process.

Step 4 – Results:
Career development programme should be integrated with the
organisation on-going employee training and management
development programmes. The programme should be evaluated
from time to time in order to revise the programme.

Career development is essential to implement a career plan. Career

development consists of personal improvements undertaken by the
individual employee, training, development and educational
programmes provided by the organisation and various institutes.
The most important aspect of career development is that every
employee must accept his/her responsibility for development.
Various career development actions prove useful if an employee is
committed to career development.

Stages of Career Development – 6 Main Stages of Modern Career Development:

Assessment, Investigation, Preparation, Commitment, Retention and Transition
“Career Development is an on-going process that occurs over the
life span and includes home, school and community experience”. –
Pietrofesa and Splete.

Career Development is a total constellation of economic,

sociological, psychological, educational, physical and chance factors
that combine to shape one’s career. – Reardon, Lenz, San Jose and
Peterson.

Career Development is a self-development over the life span

through the integration of the rules, settings and events of a
personal life. – Gysbers and Moore.

From the analytical study of the above definitions, we may conclude

that career development is a process wherein an organization
provides a supportive environment in terms of input which the
employee uses to develop competencies (knowledge, skill, attitude,
behaviour and value) for realizing his full potential in consonance
with the organizational mission and objectives.

The six stages of modern career development are:

1. Assessment

2. Investigation

3. Preparation

4. Commitment

5. Retention
6. Transition.

Learning the characteristics of each stage will empower you to

navigate through each stage easily and with more confidence.

Stage # 1. Assessment:

In the Assessment Stage, you are getting ready for your life’s work.
This stage is characterized by unawareness, in that you are not sure
what your values, strengths, and weaknesses are. You start to feel as
though you want to know more about yourself and make a conscious
effort to get in touch with who you really are.

The key characteristics of this stage are taking assessment

instruments and working with a career counsellor or career coach.

Stage # 2. Investigation:

In the Investigation Stage, you are researching what work exists in
the world. This stage is characterized by feelings of confusion, in
that you are not sure what career options exist for you. You may feel
overwhelmed with all of the jobs and opportunities that exist as you
begin the process of researching the modern world of work.

But if you approach this stage with a positive frame of mind, you
will find that you will learn about many possibilities you may have
never considered. The key characteristics of this stage are
researching the world of work and conducting informational
interviews with people in your chosen field.

Stage # 3. Preparation:

In the Preparation Stage, you are still getting ready to do your life’s
work. This stage is characterized by feelings of excitement, as you
think of how wonderful it will be to perform meaningful work.
However, there is still much work to be done, and to be successful,
you have to prepare. This stage is characterized by gaining
knowledge and experience and setting goals and adopting a success-
oriented mind-set
Stage # 4. Commitment:
In the Commitment Stage, you will feel confident that you have
figured out what you are meant to do. Sometimes people have
known all along what they were meant to do but could not commit
to the process of making it happen, for whatever reason. At this
stage, more than ever, you must focus your energy and keep your
eye on the target.

The key characteristics of this stage are conducting a job search and
negotiating and accepting a job offer.

Stage # 5. Retention:

In the Retention Stage, you will feel comfortable in your career
field, as you will now have figured out how things work in your
industry. You will want to remain committed to your career by
continually updating your skill set and staying current with industry
standards. This stage is characterized by providing first-class
customer-service skills and building a professional network.

Stage # 6. Transition:

The Transition Stage is characterized by feelings of discomfort in
that you are unsure of what you will be doing next (and/or if you
will be happy). In this stage, you will learn to make conscious
changes in your career direction.

Stages of Career Development – Used by Authors Edgar Schein and Daniel Levinson
As individuals accumulate work experiences, their maturation can
be considered within a biological model of growth and decay.
Progression from a beginning point through growth and decline
phases to a termination point is typically a natural occurrence in
one’s work-life.

Based on this phenomenon, super has suggested five stages, also

known as career development cycle or simply as career cycle,
through which individuals go. These stages are- (i) exploration
stage, (ii) establishment stage, (iii) mid-career stage, (iv) late career
stage, and (v) decline stage.
These career development stages have also been used by other
authors on career management, such as Edgar Schein (1978), Daniel
Levinson (1978), etc. In each stage, an individual’s work
performance differs.

Each career development stage are as follows:

1. Exploration Stage:
Exploration stage is a career development stage that usually ends in
one’s mid- twenties as one makes a transition from formal
education to work. In early adulthood stage, as an individual, one
makes certain critical decisions regarding one’s career.

The decisions regarding career choices are influenced by a number

of factors, the major ones are as follows- (i) interest and
specialization of parents, (ii) influence of parents, relatives,
teachers, and friends, (iii) financial resources of the family, (iv)
social influences, (v) media influences — newspapers, magazines,
TV, films, etc., and (vi) career counsellors.

In the exploration stage, a person forms his attitudes towards work

(doing homework, meeting work deadlines, taking or avoiding
shortcuts, attendance, etc.) and dominant social relationship
patterns (easy-going, domineering, indifferent, likable, etc.). At this
stage, the person develops certain perceptions about the nature of
work and work environment.

Many of these perceptions, however, may not be relevant from the

organization’s point of view as these occur before joining the
organization.

2. Establishment Stage:

Establishment stage of career development is the period in which

one begins to search for work and gets one’s first appointment.
Thus, the individual passes through recruiting process, acceptance
of a job, and orientation into the chosen organization at this stage.
During the early socialization into an organization, the individual
develops a sense of likely future within that organization.

In many cases, an individual’s first job with an organization may not

be with the organization from which he retires. Thorough career
exploration helps make this part of establishment an easy step.
Another problem at this stage is characterized by making mistakes,
learning from those mistakes, and assuming increasing
responsibilities.

However, an individual at this stage has yet to reach his peak

productivity, and is rarely given work assignments that carry great
power or high status. That is why, it is called as ‘going uphill’. The
career takes a lot of energy and time. There is often sense of growth,
expectation, or anticipation.

The establishment stage ends when the individual has made his
mark in the organization. At this stage, he is considered as seasoned
veteran and is responsible for his own mistakes.

3. Mid-Career Stage:
Mid-career stage is marked by a continuous improvement in
performance, levelling off in performance, or the beginning of
deterioration of performance depending on the nature of the
individual and the organization. Many people do not face their first
severe career dilemma until they reach the mid-career stage.

Though the challenge of remaining productive at work after an

individual becomes seasoned is a major challenge at this stage, the
pattern ceases to be as clear as it was for exploration and
establishment stages.

As a result, some individuals (high flying type) reach their early

goals and go on to even greater heights; for others (bed-rock type),
maintenance of performance may be a possible outcome; and in
some cases (maladjusted type), there may be beginning of decline in
performance even before taking it to possible height.
4. Late Career Stage:
Late career stage is a phase in which individuals are no longer
learning about their jobs, nor it is expected that they should be
trying to outdo levels of performance from previous years. For those
who continue to grow through the mid-career stage, the late career
stage is usually a pleasant time when an individual is allowed the
luxury to relax a bit and enjoy playing the part of the elder
statesperson.

Though individuals at late career stage are not expected to outdo

their levels of performance from previous years, they are valuable to
the organization as it can rely heavily on their judgement, built up
over many years through varied experiences; they can teach others
based on the knowledge they have gained.

On the other hand, those who have stagnated or started declining at

the mid-career stage, experience the reality that they will not have
an ever-lasting impact or change the world as thought earlier. They
also begin to realize that they have little scope of mobility even at
the lateral level. As a result, they gradually cease interest in their
jobs and shift it to other avenues like family affairs, social affairs, or
so on.

5. Decline Stage:
Decline stage is the last phase of career development in which an
individual thinks of retiring from the job. Preparation for
retirement may involve a psychological withdrawal from the
organization much before the physical separation occurs. At this
stage, a reduced role with less responsibility may be assigned;
personal and work relationships may be adjusted according to their
value to an individual and the amount of effort the individual is
willing to expend on maintaining them.

Decline stage of career development is difficult for everyone but,

probably, is hardest for those who are high performers and have
achieved continued successes at earlier stages. These individuals
step out of the limelight and relinquish a major component of their
identity. For those whose performance has started declining at
earlier stages feel lesser pinch as they see retirement as an
opportunity to overcome frustration that has generated due to
declining performance.

Various career development stages and their time duration should

be used simply for points of reference. There cannot be
generalization. It implies that different individuals may have
different time duration at each stage, depending on their capability
and motivation to work. Highly capable and motivated individuals
remain highly productive for better part of their work-life as
compared to less capable and less motivated individuals.

Similarly, work situation also affects this phenomenon. Thus, career

unrest situation affects individual effectiveness. Career unrest stems
from life unrest, career self-unrest (dissatisfaction with one’s
personal effectiveness in one’s chosen career), career content unrest
(dissatisfaction with the work content of the chosen career), or job
unrest (dissatisfaction with the work environment).

Career unrest diminishes an individual’s ability to make creative

contribution and affects his productivity. This has very vital
implication for human resource development. Therefore, this aspect
should be taken into account while going through career planning
and development.

Stages of Career Development – 4 Distinct Stages: Exploration, Establishment,

Maintenance and Late Career
What one wants from his/her career varies widely according to the
stages of career development. What was important in an early stage
may not be important at a later one. Four distinct career
development stages are—exploration, establishment/advancement,
maintenance, and late career. Each stage represents different career
needs and interests of the individual.

Stage # 1. Exploration:
The exploration stage is actually a stage of investigation. This is a
trial stage and begins with an individual’s exploration of career-
related matters. The stage usually ends when he/she attains the age
of 25 or so with a commitment on the part of the individual to a
particular occupation. Until he makes a decision to settle down, he
may try diverse jobs in a number of organizations.

Unfortunately, many organizations, at this trial and exploration

stage, observe a high level of turnover among new employees.
Employees in this stage need opportunities for self-exploration. The
attrition rate may be reduced in this stage by providing a variety of
opportunities and tasks for their career growth.

Stage # 2. Establishment:
The establishment or advancement stage generally occurs when an
individual crosses the age of 25. The stage continues for about 20
years, the individual makes his or her career choices, and is
concerned with his/her achievement, performance, and
advancement. The individual is motivated to succeed in the
organization. Thus, this stage is marked by high employee
productivity and career growth. He/she is not in any dilemma about
the occupation chosen.

During this stage, an individual desires challenging opportunities in

his job, where he/she could use some of his/her special
competencies. The employee strives for creativity and innovation
through new job assignments. Employees also need a certain degree
of autonomy in this stage. They basically work towards succeeding
and achieving their goals.

Mid-Career Crisis Sub-Stage:

This sub-stage occurs between the mid-thirties and mid-forties. At

this stage, people often make a major reassessment of their growth,
progress, and development in relation to their career ambitions and
goals they had originally set for themselves.

Stage # 3. Maintenance:
The maintenance stage, occurs roughly between the ages of 45 and
65.This stage is characterized by a continuation of established
patterns of work behaviour. The person ceases to establish a place
for him or her in the organization. Rather, they just seek to
maintain their position.

This stage is viewed as a mid-career plateau, in which little new

ground is broken. In this stage, the individual may need some
technical updation in his or her field. The organization should
continue to encourage employees at this stage to develop new job
skills. Otherwise, early stagnation and decline may occur.

Stage # 4. Late Career:

In this stage, the employees are on the verge of separation from the
organization. Such employees are inclined to plan for retirement
and seek to develop a sense of identity outside the work
environment.

Stages in Career Development – Establishment, Advancement, Maintenance and

Withdrawal
It is a formal approach put in place by an organization to help the
employee achieve his career objective. In other words, it includes all
those activities taken up by the organization which prepare the
employee to meet its current and future needs. It is a win-win
approach in that while the employee becomes better equipped to
meet his goals, he adds value to the organization in terms of
superior performance, commitment and motivation. At each career
stage, his career needs differ. The career development interventions
need to be integrated with his specific career development needs.

1. Establishment Stage:
During the establishment stage, more newcomers join the firm with
high expectation about their job and the company. This usually
happens when they get good news about the company through
business magazine, company communication, peers and so on.
When high expectations are not fulfilled, they may suffer from
reality shock resulting in reduced motivation, sliding performance
and employee turnover. Therefore, companies have to provide
objective information about the job and the organization.
For example, Telecom sends CD containing information about the
company, its work environment and HR policies to the new recruits.

a. Job Pathing:

It means the planned movement of an employee through a carefully

developed sequence of job assignment to develop his skill,
knowledge and competence. Employees move through selected jobs
of increasing challenge and responsibility. Training and simulated
project helps the company to assess the abilities and strength of
employees. The movement of employee to different jobs in the
sequence should be linked to his successful performance and not
with time frame.

b. Performance Feedback and Coaching:

Performance feedback enables an employee to know where he/she

stands at his/her work. The company can arrange remedial training
or coaching in case of poor or under performance. Thus
performance feedback is key to career development decisions of the
company.

2. Advancement Stage:
This is meant for employees under 40 years of age who have
demonstrated their high competence in one area and who aspire for
top leadership positions. These high performing and high potential
employees are sent to multiple locations across the business to
acquire a wide range of skills and knowledge. For example, General
Electricals, Procter and Gamble, GE and the like have put in various
leadership development programmes to groom mid-40 age group.

a. Mentoring:

Employees are made to share a close relationship with a superior

called mentor who tenders career advice, guides and sponsors the
employee. The mentor ensures that hard work and skill
advancement of his protege gets noticed and suitably rewarded. J.P.
Morgan, Infosys, Ashok Leyland, Modi Xerox and so on are using
this approach.

b. Assessment Centres:

They conduct a battery of psychological tests, in-basket exercise,

simulations, interviews and group discussions. Over a period of 4 to
5 days each centre is facilitated by an observer. At the end of
workshop, participants are given feedback on their performance at
various tests and career development advice.

c. Dual Career Accommodation:

It is the stage where individual employees are likely to settle down

in marriage life. Marriage, child birth, child care, spousal
relocation, etc., interfere with career development of employees.
Firms put in place initiatives like flexi time, telecommuting, part
time jobs, crèches, seat relocation, etc., relocation to address such
issues.

3. Maintenance Stage:
Career maintenance interventions are targeted at those who have
reached the highest possible positions in their career.

a. Development Training:

The services of employees who have reached the highest positions in

their career can be used to train and develop the less experienced
employees. Firms have in-house trainer’s training programme for
such employees. This programme sharpens training and coaching
skill of the participants. Ashok Leyland, Ramco System, BPL, ITL
and so on use different management games, and workshops for such
trainers.

b. Mentorship:

Mid-career managers are assigned the role of mentors for guiding

the younger employees in the establishment and for the
advancement of their career.
c. Job Rotation:

It is an important developmental tool for mid-career employees who

are responsive to job features like autonomy, responsibility, skill
variety and the job enrichment characteristics.

Therefore, they need to be moved to new jobs carrying more

challenges and opportunities for learning and contribution. This
way, organizations can address the loss of motivation of the
employee. The middle level managers who have completed certain
years of service are given cross functional and overseas assignment
by companies like TATA, GE, Van Heusen.

4. Withdrawal Stage:
a. Consultative Role:

Employees in their later career stage can be assigned this role. It is

different from mentoring role in that the former deals with complex
organizational problem or project while the latter focuses on
guiding and helping younger managers in their career. It provides a
smooth transition for pre-retirement managers to support staff
position. Eicher, Good Earth Ltd., etc., retains retiree managers in
consultative role.

b. Phased Retirement:

Employees nearing retirement age may be given reduced work load,

reduced number of working hours, part time, job-sharing
assignment, flexi work schedule etc. This reduces the reality shock
for employees nearing retirement and allows them to withdraw
emotionally from the organization.

c. Retirement Counselling:

Some organizations provide counselling, retirement workshop,

providing material, post retirement financial planning, alternative
skill development training programme and so on to retiring
employees. For example, BHEL and HSBC Banks offer pre-
retirement counselling to employees on the verge of retirement.

Stages of Career Development – 5 Main Stages Experienced by all Individuals:

Exploration, Establishment, Mid Career, Late Career and Decline
Career development can be analysed based on the career stages.
There are five career development stages through which most of us
have gone through or will go through. These stages include-
exploration, establishment, and mid-career, late career and decline.

Stage # 1. Exploration:

Exploration is a career development stage that usually ends in ones’
mid-twenties as one makes the transition from college to work. This
stage has the least relevance from the organisational point of view
as it happens prior to employment

Stage # 2. Establishment:

It is a career development stage in which one begins to search for
work. It includes getting one’s first job. It takes many years to
search for a right job. The problems of this stage include making
mistakes, learning from those mistakes and assuming increased
responsibilities.

Stage # 3. Mid-Career Stage:

This career development stage is marked by a continuous
improvement in performance, levelling off in performance or the
start of deterioration in performance. Remaining productive at work
is a major challenge of career at this stage. Some employees reach
their goals at the early stage and go on to even higher heights. These
employees are “climbers.” Maintenance is another possible
outcome. These employees are plateaued, not failed. These
employees are technically competent and no longer as ambitious as
the climbers.

Stage # 4. Late Career:

A career development stage in which one is no longer learning about
his or her job. He is also not expected to trying to do out do his/her
levels of performance from previous years. This stage is usually a
pleasant stage. The employee enjoys playing a part of the elder
statesperson. The employee can rest on his laurels and gain the
respect of younger employees.

Stage # 5. Decline Stage:

This is the final stage of one’s career development , usually marked
by retirement. It is the hard stage for those who have achievements
in the earlier stages. After decades of continuous success and
achievements, one has to retire from the service.
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