At a recent Fuel50 event in London, Anne Fulton talked about the need to give employees real control over their careers, a democratised employee experience where employees drive their future and market their talents to the business in a way that creates equality and a level playing field.
According to Fuel50 research on career agility, 86% of employees think they have skills and talents today that are not being used by their employer. We need to be able to join the dots between the untapped skills and talents that employees have and the employer’s needs.
We believe that workers today expect a career pathing experience like Google Maps. They want to put in their current location and the destination they are aiming for and see their journey mapped out for them, with routes and options. Employees are looking for a roadmap to their future.
Playing to strengths
The more an employee can play to their strengths and potential, the more engaged and the more valuable they are going to be to the organisation. When they are using the skills that they want to invest in, they will be more engaged, productive and creative. In real terms this means career path transparency and talent pipeline visibility, creating a more transparent talent marketplace that will deliver fairness and inclusiveness.
In short, we need to think differently about talent and work. A focus on skills and the skill readiness of employees is becoming increasingly important. We need to move away from thinking in terms of job titles and status, and think more about the learning and experience of employees. We need to understand the employee experience and employee journey in order to deliver tailored development and progression opportunities and real time career mapping that will engage and motivate employees.
Employees are demanding more transparency around their career path and their career growth plans and Fuel50 helps HR to design learning experiences, stretch assignments, coaching, mentoring and learning gigs for employees that facilitate a sense of career development and growth, even without job title change or promotion, which are both visible and trackable over time.
Map and motivate
At 10Eighty, we believe employees value career path mapping and we know that employers need to develop processes to focus on the talent enablement which is critical in today’s talent economy. What works best is a system that provides visibility into the ‘talent sweet spots’ for each employee so they can start holding productive career development conversations with them.
Anne describes a new democratised world of talent, where we have true talent citizenship. With talent citizenship, employees are treated equally and fairly as contributors to your mission and goals. It is fair and inclusive and rewards effort, skills, impact and contribution in a culture where all are equal and individual talents are respected. All are economic contributors and benefit in a way that is fair to all.
At 10Eighty, we help organisations create happier teams: employees who are engaged, energised and motivated, who want to create the right results for customers and shareholders alike.
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