Many Employees Have a Mid-Career Crisis. Here's How Employers Can Help

Many companies and leaders have not developed plans for the employee who has progressed in their career but may see few opportunities remaining, reports the Harvard Business Review . Ways for employers to combat this include cultivating lateral challenges for mid-career professionals who are comfortable with their level of responsibility or are not interested in taking on managerial work, but who also are bored or in need of stimulation. Companies should offer additional training or skill development, or shadowing opportunities and mid-career internships. Possibly the most compelling opportunity is giving them first crack at developing new divisions or roles that their existing knowledge would benefit. Another option is developing an internal mission for employees who need a deeper sense of purpose, such as a partnership with a charity, founding a philanthropic branch, or seeking pro bono work. Also viable is encouragement of mentorship roles, which requires employers to determine which workers would be suitable and desire more interaction with others, set up a structured program for mentoring/succession planning so employees can self-select or be nominated by their bosses, and provide ongoing training or touchpoints with mentors so they feel supported while they support others. Offering relocation or remote work for employees needing a change of scene could be advantageous, with a relocation involving a new or broader role for employees.