Employees and employers agree that companies could be doing more on employee development.  According to a recent Towers Watson Global Workforce Study, less than half of employees (46%) report that their current employer provides career planning tools, and four in ten employees believe that they need to join another company to advance their careers.  While employers rank career management opportunities as the number one reason that employees would join a company, the survey shows that less than half of employers (49%) are effective at providing traditional career advancement opportunities.  Challenges include poorly defined career paths within organizations, and managers that are ineffective at conducting career development discussions as part of the performance management process.  To improve in this critical area, employers must recognize the value of career development to employee retention and succession planning.  HR and operational leaders must commit the time to develop, implement, and monitor the efficacy of career development efforts, and to make course corrections as needed.