CareerNavigator provides the missing link. Designed to connect with and enhance existing Performance Review programs, CareerNavigator provides organizations with a proven, comprehensive career planning process that puts the "purpose" back in performance reviews.

CareerNavigator is based on 3 essential career steps:

1. Taking Inventory – what are your skills, natural talents, strengths, achievements and performance gaps?
2. Creating You – what are your short term and long term career goals and how do they align with the company goals?
3. Developing the Plan – what are the specific actions you will take to build on strengths and address development areas and to achieve your short term and long term career goals?

Including CareerNavigator in the performance review process makes it truly a performance management program – not an isolated, annual "event." It becomes a continuous process whereby employees are developing with purpose, which improves their satisfaction and contributes to company growth.

CareerNavigator provides the structure for employees to develop and implement their individual career plans. It demonstrates to employees that the company cares about their interests and their future. It gives purpose to feedback, and shifts the focus from "what you didn’t do well in the past" to "how you can develop to achieve your career goals for the future." It provides the opportunity for more frequent, open discussions between employee and manager and a better alignment between individual and company goals.

How Your Company Benefits:

CareerNavigator:

1. Is future-focused, which is more inspiring and motivating to employees (less like a report card)
2. Involves developing strengths, as well as improving development areas
3. Provides the opportunity to align individual goals with company goals so employees understand how they directly impact the success of the company
4. Gives a foundation for succession planning and contributes to retaining top talent
5. Provides an opportunity for ongoing communication between employee and manager as manager becomes a "coach" for the employee’s career plan
6. Reduces turnover because employees can visualize a "career" with the company vs. just a "job"