Career Management Statistics 2024 – Everything You Need to Know


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Are you looking to add Career Management to your arsenal of tools? Maybe for your business or personal use only, whatever it is – it’s always a good idea to know more about the most important Career Management statistics of 2024.

My team and I scanned the entire web and collected all the most useful Career Management stats on this page. You don’t need to check any other resource on the web for any Career Management statistics. All are here only 🙂

How much of an impact will Career Management have on your day-to-day? or the day-to-day of your business? Should you invest in Career Management? We will answer all your Career Management related questions here.

Please read the page carefully and don’t miss any word. 🙂

Best Career Management Statistics

☰ Use “CTRL+F” to quickly find statistics. There are total 104 Career Management Statistics on this page 🙂

Career Management Usage Statistics

  • 16% of employers are using technologies more frequently to monitor their employees through methods such as virtual clocking in and out, tracking work computer usage, and monitoring employee emails or internal communications/chat. [0]

Career Management Latest Statistics

  • Here’s more proof of the power of professional development on retention Employees who have access to professional development opportunities are 15% more engaged. [1]
  • Retention rates are 34% higher among organizations that offer employee development opportunities. [1]
  • 58% of employees (62% of Millennials and GenX). [1]
  • Only 29% of organizations have a clear learning and development plan for their employees. [1]
  • 34% of employees say that career development opportunities motivated them to leave their previous position. [1]
  • 87% of millennials say professional growth and career development are very important. [1]
  • 76% of employees are looking for opportunities to expand their careers. [1]
  • 60% of millennials want leadership training. [1]
  • 41% of managers overseeing three to five employees say they have had no training at all. [1]
  • 59% of managers overseeing one to two employees say the same. [1]
  • 54% of employees would spend more time on employee development if they were given specific courses recommendations geared toward helping them reach their professional goals. [1]
  • A well planned employee training program would positively impact engagement for 93% of employees. [1]
  • 85% of employees want to choose their own training times and remain in control of their training schedule. [1]
  • 64% of L&D professionals say that reskilling current employees to fill in skills gaps is a top priority. [1]
  • Academic Calendars Base Salary Acceptances by Industry †95% of job accepting Full Time graduates reported useable salary information. [2]
  • Base Salary Acceptances by Function †95% of job accepting Full Time graduates reported useable salary information. [2]
  • As the chart shows, young people worked in a variety of industries in July 2014, according to the Bureau of Labor Statistics. [3]
  • About twothirds of high school graduates from the class of 2013 enrolled in college that fall, according to BLS 42 percent in baccalaureate colleges and 24 percent in 2. [3]
  • Of the remaining one third of 2013 graduates, who opted not to go to college, 74 percent entered the labor force. [3]
  • According to the National Center for Education Statistics, the most popular fields of study for associate’s degree recipients between 2001–02 and 2011–12 were liberal arts and sciences, general studies, and humanities. [3]
  • Management Occupations PRINTER FRIENDLY Employment in management occupations is projected to grow 9 percent from 2020 to 2030, about as fast as the average for all occupations, and will result in about 906,800 new jobs. [4]
  • We spend a 1/3 of our waking hours working, but studies show 52% of people are not happy with their career. [5]
  • 76% of employees want opportunities for career growth. [5]
  • 87% of millennials say professional development or career growth opportunities are very important. [5]
  • Over 70% of learning on the job occurs informally. [5]
  • 25% of employees would be more satisfied if they were given the opportunity to do what they do best. [5]
  • Over 50 percent of all organizations globally have difficulty retaining some of their most valued employee groups. [5]
  • 40% of employees who receive poor job training leave their positions within the first year. [5]
  • The cost to replace a highly trained employee can exceed 200 percent of their annual salary. [5]
  • Employees who are “engaged and thriving” are 59 percent less likely to look for a job with a different organization in the next 12 months. [5]
  • 74% of Employees Feel That They Are Not Reaching Their Full Potential. [5]
  • 72% of Employees Even Think of Financially Contributing to Their Own Training. [5]
  • But driving employee engagement doesn’t come easy worldwide, only 20% of employees are engaged with their work. [0]
  • According to new research of more than 600 US businesses with 50 500 employees, 63.3% of companies say retaining employees is actually harder than hiring them. [0]
  • Overall, companies with high employee engagement are 21% more profitable. [0]
  • In fact, a Gallup study shows that highly engaged workplaces saw 41% lower absenteeism. [0]
  • According to Gallup’s State of the Global Workplace, only 15 percent of employees are engaged in the workplace. [0]
  • The study also reveals remarkable geographical differences 33 percent of U.S employees are engaged at work almost two times more than the global average. [0]
  • On the other hand, in Western Europe, only 10 percent of employees are engaged at work. [0]
  • The situation looks especially alarming in the U.K, where the amount of engaged employees is as low as 8 percent — and the number has been in steady decline for the past few years. [0]
  • According to a 2021 study, 73 percent of employees would consider leaving their jobs for the right offer, even if they wouldn’t be looking for a job at the moment. [0]
  • Changing jobs isn’t all about the money, either, as 74 percent of younger employees would accept a pay cut for a chance to work at their ideal job, and 23 percent of those seeking a job wouldn’t need a pay increase to take a new position. [0]
  • According to a study on workplace engagement in the U.S, disengaged employees cost organizations around $450 550 billion each year. [0]
  • According to Gallup’s meta analysis, the business or work units that scored the highest on employee engagement showed 21 percent higher levels of profitability than units in the lowest quartile. [0]
  • Companies with highly engaged workforce also scored 17 percent higher on productivity. [0]
  • However, we’re not there yet a recent Interact/Harris Poll shows that 91% of the surveyed employees think that their leaders lack communication skills. [0]
  • What’s more, almost 1 in 3 employees don’t trust their employers, according to the Edelman Trust Barometer. [0]
  • In a major longterm study, companies that had the best corporate cultures, that encouraged all around leadership initiatives and that highly appreciated their employees, customers and owners grew 682 percent in revenue. [0]
  • During the same period of evaluation — 11 years — companies without a thriving company culture grew only 166 percent in revenue. [0]
  • 47 percent of people actively looking for a new job pinpoint company culture as the main reason for wanting to leave, so if you want to improve both employee retention and profitability, improving company culture should be one of your business priorities. [0]
  • According to a 2018 Korn Ferry Survey, the majority — 33 percent — of those changing jobs cite boredom and the need for new challenges as the top reason why they are leaving. [0]
  • The second most common reason was the fact that the work culture didn’t fit the employee or their values, with 24 percent choosing this as their main reason. [0]
  • The quest for a larger salary came fourth, with only 19 percent choosing it as their main reason for leaving. [0]
  • One study asked what would be the most important thing a manager or a company could do that would help the employee be successful and 37 percent — the majority — cited recognition as the most important method of support. [0]
  • Other solutions lag far behind — 12 percent want more autonomy, 12 percent more inspiration, 7 percent more pay, 6 percent more training and 4 percent a promotion. [0]
  • A recent report shows that 84% of highly engaged employees were recognized the last time they went above and beyond at work compared to only 25% of actively disengaged employees. [0]
  • According to SHRM’s 2017 Employee Job Satisfaction and Engagement Report, only 29 percent of employees are “very satisfied” with current career advancement opportunities available to them in the organization they work for. [0]
  • However, 41 percent consider this a very important factor to job satisfaction, so companies should pay close attention to making sure employees feel they can advance in their careers without leaving the company. [0]
  • According to the SHRM study, 30 percent of employees considered career development opportunities for learning and personal growth in general very important, yet only 30 percent were happy with their current situation. [0]
  • The chance for professional development on the job is especially important to the younger generations according to a Gallup survey, up to 87 percent of Millennials consider development in a job important. [0]
  • While 60% of employers have increased employee listening efforts, few are using formal listening approaches. [0]
  • Indeed, just 31% conduct employee surveys and 13% conduct focus groups. [0]
  • Only 47% of employers have the capacities or processes in place to meet a crisis with the best possible outcome. [0]
  • A survey run in the UK during the pandemic showed that 73% of the respondents believed they were more efficient when working from home. [0]
  • The top advantages of working from home include a lack of commute (47% of respondents) and a more flexible schedule (43%). [0]
  • A full week of virtual meetings leaves 38% of employees feeling exhausted while 30% felt stressed. [0]
  • Since the outbreak of the pandemic, 75% of employees say they feel more socially isolated, 57% are feeling greater anxiety, and 53% say they feel more emotionally exhausted. [0]
  • 85% of employees say they’re most motivated when management offers regular updates on company news. [0]
  • Only 42% of employees strongly agree that leadership is effectively leading their organization through the crisis. [0]
  • When employees are extremely satisfied with communications about the company’s response to coronavirus, 96% of them believe that their employer really puts their safety first. [0]
  • When communication is poor, only 30% of them believe so. [0]
  • 20% of remote employees say that they lack a sense of belonging and sometimes feel lonely. [0]
  • Employees who say their manager is not good at communicating are 23% more likely to experience mental health declines. [0]
  • 86% of employees say they feel the need to prove to bosses they are working hard and deserve to keep their jobs. [0]
  • When it comes to the pandemic, more than 90% of employees said they wanted at least weekly communication from their company; 29% said they prefer daily communication. [0]
  • $ 162,241Average Base Salary & BonusTwo Year MBA Class of 2021 98 %Accepted Job Offerswithin 3 months of graduation. [6]
  • Current pie chart percentages are based on data collected through surveys and LinkedIn profile analysis in 2020. [7]
  • This information is as of September 14, 2021 and is collected and reported according to MBA CSEA Standards. [8]
  • This information is as of September 12, 2020 to September 14, 2021 and is collected and reported according to MBA CSEA Standards. [8]
  • In accordance with MBA CSEA Standards, compensation is not listed for categories reported by less than 1% of students seeking employment. [8]
  • Nearly 37% of our students are non U.S. citizens and come from all over the world. [9]
  • 1 41% of employees say their career development has stalled during the pandemic and 9% say their careers have regressed. [10]
  • According to data from the US Bureau of Labor Statistics, the U.S. unemployment rate shot up from 3.8 percent in February 2020 – among the lowest on record in the post World War II era – to 13 percent in May 2020. [10]
  • It’s also estimated that 42 percent of pandemic induced layoffs will result in permanent job loss. [10]
  • So with both employees and organizations benefiting from mentoring, I can’t help but wonder why 49 percent of the respondents in our study feel they aren’t getting enough coaching, training and mentoring to advance their careers during the pandemic. [10]
  • In Q2 2020, for example, the number of virtual oneto one meetings grew by 136 percent from the previous quarter. [10]
  • So the fact that only 18 percent of the respondents said their boss schedules weekly. [10]
  • When it comes to what employees like best about their oneto one meetings, 32 percent want clear direction on their role and responsibilities and 15 percent want guidance and support for their career development goals. [10]
  • This means 47 percent of the respondents value the role their boss plays in their individual growth. [10]
  • Despite the increasing popularity of workplace collaboration tools like Slack and Microsoft Teams, only 13 percent of the respondents said they use these communication tools to book oneto one meetings with their boss. [10]
  • Additionally, just 8 percent said they use an online scheduling tool. [10]
  • Constantly switching between tasks, like checking schedules and sending emails about availability while trying to achieve professional goals, can make employees 80 percent less productive. [10]
  • Finance / Accounting 18% $120,800 General Management 9% $130,850 Marketing / Sales 37% $136,426 Operations / Logistics 12% $120,459. [11]
  • Other 2% Varies Function Percentage Average Consulting 24% $135,850 Financial Services 4%. [11]
  • “The vast majority of the class 91% had job offers in hand by graduation, representing a 6% increase over last year,” says Wendy Tsung, associate dean and executive director of the MBA Career Management Center. [12]
  • “Three months post graduation, 98% of the class had job offers. [12]
  • As in previous years, 100% of students in the Class of 2013 received offers.”. [12]
  • Other/Diversified Products 2 0.4% 0.6% 1.3% 2.7% 2.5% 2.0% Energy 5 0.9%. [13]
  • In accordance with MBA CSEA Standards, compensation is not listed for categories reported by less than 1% of students seeking employment. [13]
  • In 2021, 72% of the graduates sought full time employment and 17% started their own businesses. [14]
  • 97% of those seeking fulltime jobs reported accepting a full time offer within 6 months of graduation. [14]
  • At nine months past graduation, 100% of reporting graduates from all years who sought employment were employed. [14]
  • The above percentages may not add up to 100% due to rounding. [14]

I know you want to use Career Management Software, thus we made this list of best Career Management Software. We also wrote about how to learn Career Management Software and how to install Career Management Software. Recently we wrote how to uninstall Career Management Software for newbie users. Don’t forgot to check latest Career Management statistics of 2024.

Reference


  1. smarp – https://blog.smarp.com/employee-engagement-8-statistics-you-need-to-know.
  2. clearcompany – https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know.
  3. northwestern – https://www.kellogg.northwestern.edu/career/employer/employment-statistics.aspx.
  4. bls – https://www.bls.gov/careeroutlook/2015/article/career-planning-for-high-schoolers.htm.
  5. bls – https://www.bls.gov/ooh/management/home.htm.
  6. medium – https://growthcompanion.medium.com/list-of-10-career-development-stats-ba7e68a5aa7f.
  7. emory – https://goizueta.emory.edu/full-time-mba/two-year-mba/career.
  8. columbia – https://stat.columbia.edu/ma-programs/career-management-resources/.
  9. upenn – https://statistics.mbacareers.wharton.upenn.edu/full-time/.
  10. duke – https://www.fuqua.duke.edu/programs/daytime-mba/career-development.
  11. doodle – https://doodle.com/en/resources/research-and-reports/career-development-in-a-pandemic/.
  12. uw – https://foster.uw.edu/careers/full-time-and-evening-mba-career-management/employment-statistics/.
  13. emorybusiness – https://www.emorybusiness.com/2012/10/19/goizueta-career-management-center-announces-exceptionally-strong-employment-statistics-for-ftmba-program/.
  14. upenn – https://statistics.mbacareers.wharton.upenn.edu/full-time/industry-choices/.
  15. cornell – https://tech.cornell.edu/career-management/employment-statistics-professional-programs/.

How Useful is Career Management

At its core, career management refers to the process of planning and executing steps to achieve one’s career goals. This can include setting specific career objectives, exploring different career paths, developing new skills and competencies, and seeking opportunities for advancement and growth. In essence, career management is about taking an active role in shaping one’s professional trajectory, rather than letting circumstances or others dictate it.

One of the key benefits of career management is that it allows individuals to have a sense of direction and purpose in their careers. By setting clear goals and taking deliberate steps to achieve them, individuals can avoid feeling aimless or stuck in their professional lives. This sense of direction not only affects one’s career satisfaction but can also lead to greater motivation, productivity, and overall well-being.

Additionally, career management equips individuals with the necessary skills and resources to navigate an increasingly complex and competitive job market. With rapid technological advancements and shifting economic landscapes, it is crucial for individuals to stay abreast of industry trends, develop new skills, and seek out opportunities for growth and advancement. Career management provides individuals with a roadmap for staying relevant and competitive in today’s dynamic workforce.

Furthermore, career management empowers individuals to take control of their own professional development and growth. Rather than relying solely on employers or external circumstances for advancement, individuals who engage in career management actively seek out opportunities for learning, growth, and development. This proactive approach not only enhances one’s skills and competencies but also fosters a sense of autonomy and self-efficacy in one’s career journey.

Moreover, career management can help individuals anticipate and prepare for future challenges and opportunities in their careers. By regularly reassessing their career goals, skills, and interests, individuals can proactively identify potential obstacles or gaps in their professional development and take proactive steps to address them. In doing so, individuals can position themselves for success in an ever-evolving job market.

In conclusion, career management is a valuable tool for individuals looking to take control of their professional lives, navigate their career paths effectively, and achieve their career goals. By actively engaging in the process of setting goals, developing skills, seeking opportunities, and preparing for the future, individuals can position themselves for long-term success and fulfillment in their careers. In today’s fast-paced and competitive job market, career management is not just a nice-to-have but a crucial necessity for individuals looking to thrive in their professional lives.

In Conclusion

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