Employee turnover is a costly issue for even the most engaging of companies. In fact, one of the most common reasons cited for leaving any particular company is a lack of advancement opportunities. Even if a company believes it has made possible career paths clear, many employees don’t feel the same. A 2015 Saba survey of 1,000 HR professionals and 1,000 employees from both the United States and United Kingdom revealed this disconnect. While 60 percent of the HR professionals surveyed believed their companies provide clear career paths, only 36 percent of employees agreed. Worse, 41 percent of employees said they would leave their current company for a better option. In order to prevent this turnover, employers should take a hard look at how they communicate career advancement opportunities with their employees. Not surprisingly, one of the easiest ways to do this is by actually communicating. Often employers and employees have totally different visions of the future. By asking employees how they’d like to develop, managers can better gauge performance and track individual goals. Training can also be a powerful factor in advancement and retention. In a 2015 InterCall survey, 66 percent of employees considered the training they currently receive in deciding whether or not to stay with their companies.