When you consider that for many employees, their manager's position is their immediate career goal, this may be a difficult subject to broach. However, as part of a company's recruitment strategy and onboarding process, it may be useful to establish a "map to success" for each new employee. New hires could engage in this process with HR professionals rather than their hiring manager, in order to avoid potential conflicts of interest. However the process gets engaged, it's important for quality candidates and new hires to have the opportunity to communicate their career goals both at the outset and throughout their time with the company.

By combining the results of performance reviews with each employee's career map, HR professionals can help advise and guide workers to certain benchmarks of success and a higher level of productivity that perhaps an immediate manager cannot.

Towers Watson 2012-2013 Global Talent Management and Rewards Study revealed that currently, employees are experiencing high levels of stress at work. They have been working more hours than normal for the past three years and nearly half of employers say they expect their workers to maintain that pace for the next three years as well. Without career growth opportunity mapped out in a structured plan, it's hard to imagine workers will continue working more hours without a light at the end of the tunnel – particularly if the unemployment rate continues its descent.

The Towers Watson study concludes that now, more than ever, businesses need to develop a strategic employee value proposition (EVP) that balances the career aspirations and general work environment of employees with employer benefits. In other words, in addition to a strong benefit package, listen to find out what your employees really want. Work toward a more responsive corporate culture instead of just a cafeteria-style menu of benefits.