Summary of Help Them Grow or Watch Them Go

Career Conversations Employees Want

Berrett-Koehler, more...

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Help Them Grow or Watch Them Go book summary
If your employees can’t learn and grow, they’ll leave.


7 Overall

9 Applicability

7 Innovation

5 Style


Today’s employees expect continuous learning and career growth. If they don’t receive the training they seek, they leave and their firms suffer. Organizational development consultants Beverly Kaye and Julie Winkle Giulioni show managers how to prioritize their staff members’ career development. The authors provide useful insights and offer lists of potential questions managers can ask to lead their employees through conversations based on “hindsight, foresight and insight.” Even though the book’s structure is choppy and the text relies on bulleted lists that hinder the flow, getAbstract recommends this concise manual. Managers and human resources professionals will find it helpful, as will those who are nurturing their own careers.

In this summary, you will learn

  • Why career development matters,
  • How to talk about career development with your employees and
  • How to make nurturing employee growth part of your daily corporate life.


Taking Time for Career Development
Employees want to build their careers, so managers must find time for staff career development. Engaged employees help your company shorten production cycles and increase productivity, profitability and customer loyalty. When you don’t give your employees...
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About the Authors

Beverly Kaye, co-founder of Career Systems International, wrote several books on career development and employee retention. Julie Winkle Giulioni, co-founder of the DesignArounds consultancy, has been a trainer, author and speaker for 25 years.

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    Aaron Mensinger 2 years ago
    This summary does give leaders ideas in engaging their employees to show they do care about the devleopment of their staff. These conversations are critical to the retention of high performers.
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    Julie Smith 4 years ago
    aligns perfectly to our approach to Driving Performance - in the moment conversations which give feedback and build capability. I like the hindsight, foresight and the outcome of insight. Increasingly I think career development is like rock climbing so I will be using this analogy - a good read

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