Publication Date

Spring 2016


As your organization considers an internal career coaching program, you’ll need to identify its primary objective. A major concern for employers today is attracting and retaining talent. A principal cause of employee turnover is the lack of attention to career opportunities. This leads to turnover by way of decreased engagement and motivation among employees. Demotivated staff can be costly, and avoiding the issue can lead to further problems later on, such as employees with little loyalty to the company or declining interest in their job.

An internal career coaching program can address this issue directly by providing more attention to individual employees’ career paths. This can enhance performance, build commitment, promote equity within the organization, capture qualified talent, and ultimately decrease turnover.

This internal career coaching program will need to include customized career paths since there isn’t a one-size-fits-all answer to an individual’s career journey. Both the individual employee and the organization have important roles in this process. In particular, managers will have a much more expanded role in coaching their employees – this may mean an additional layer of a career counselor to support both individual employees and managers in career development.


Suggested Citation
Avery, A. (2016). What are the top considerations and benefits of internal career coaching? Retrieved [insert date] from Cornell University, ILR School site:

Required Publisher Statement
Copyright held by the authors.