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The 2020 Talent Challenge TALENT STRATEGIES FOR A DISRUPTED WORLD Anne Fulton CEO / CO-FOUNDER FUEL50 | WWW.FUEL50.COM Employee experience in the workplace Disruption is here. You are either the disruptor or the disrupted. I would argue
TALENT STRATEGIES FOR A DISRUPTED WORLD
Anne Fulton
CEO / CO-FOUNDER FUEL50 | WWW.FUEL50.COM
Employee experience in the workplace
“Disruption is here. You are either the disruptor
and career opportunities are more important during these times of turmoil.” – Aatari
Chaos New Normal
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WHAT DO YOU WANT TO BE
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But the reality is…
IN JOBS THAT WILL BE
currently enter the workforce
’radically affected by automation’
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due to mechanized robots (humanoid or drone-shaped) and AI software
is predicted to eliminate
in the U.S. in the next five years
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Jobs at risk of automation
THE WORLD OF WORK IS CHANGING … TELEMARKETER TRUCK DRIVER POSTAL SERVICE TRAVEL AGENT FISHERMAN FARMER LIBRARIAN PILOT TAXI/UBER DRIVER BANK TELLER
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Are concerned about becoming obsolete in just 3-5 years
45% almost 50% 73%
Among 4,000 senior decision
SO SHOULD WE BE WORRIED? Don’t know what their industry will look like in just three years’ time Believe they need to be more ‘digital’ to succeed in the future.
makers globally…
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70% of high retention risk employees say they have to leave to advance their careers
WILLIS TOWERS WATSON
n = 8,500 Source: CEB 2015 Careers Employee Survey
The 2020 career challenge: A disrupted career landscape
Position seniority Tenure
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Design careers around experiences, not positions, to increase satisfaction
CEB (2015)
Careers designed around positions Careers designed around experiences
n = 8,550
11% 24%
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CAREER ENGAGEMENT BENCHMARKING RESEARCH, FUEL50 (2016)
On-the-job development
lateral moves increase engagement by up to 30%
Talent leverage
Fuelling workforce agility through career pathing @careerengager #fuel50
Talent Agility for a 2020 world
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WorkFit Talents Values
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The traditional 9-box is not delivering workforce agility
Talent risk
Low performer Low potential
Solid professional
Moderate performer Low potential
High professional
High performer Low potential
Inconsistent player
Low performer Moderate potential
Key player
Moderate performer Moderate potential
Current star
High performer Moderate potential
Rough-diamond
Low performer High potential
Future star
Moderate performer High potential
Consistent star
High performer High potential Potential Performance
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Performance
A new model for succession planning
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Talents-based career pathing Fuel50 Performance vs Passion talent matrix
Talents to avoid using Potential talent Investment talent
Grow this
Marketable talent Emerging talent Motivated talent Marketable talent Talent to leverage Talent sweet spot
Performance “I am good at this” Passion “I love to do this”
Career Engagement Group
Career Engagement Group
around the globe to participate
What we did
Career Engagement Group
Career Engagement Group
A best in class career engagement model
Employee empowerment Leader enablement Organizational execution Communication Capability Compatibility Contribution Career engagement ROI Outcomes
employee
employee
roles internally
investments
Career Engagement Group
Organizations with the highest career benchmarking score also had:
✓ Reduced recruiting costs ✓ Lower absenteeism ✓ Reduced turnover ✓ Increased ability to recruit internally ✓ Higher revenue growth per employee
Career Engagement Group
Employee empowerment Leader enablement Organizational execution
Pillars of engagement The 3 E’s of career engagement
Career Engagement Group
#1 Invest in talent mobility #2 Build an agile career development mind set #3 Enable careers at all levels #4 Empower managers to become talent champions #5 Build leader coaching capability #6 Increase visibility of talents and career paths
Our top 6 best in class practices
Career Engagement Group
Best in class career practices deliver business results
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RAISING ENGAGEMENT PERFORMANCE | ROI outcomes
Career Engagement Group
Career pathing is the why
Career Engagement Group
Career pathing is
Recruiting On-boarding Performance Succession Learning Mobility Career pathing Career pathing The neglected piece of the HR tech landscape
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The Career
1 . A T T R A C T 6 . S T A Y A G I L E 3 . PATHING 2 . O N B O A R D
7 . S T A Y , L E A V E , C O M E B A C K
5 . P E R F O R M A N C E 4 . G R O W I N R O L E
Experience
Why would I join?
A personalized career value proposition
FuelValues Is this the right fit for me? FuelValues How can I grow my career here? Fuel Pathways – pre hire fit and visibility to future path Custom Career Value Propositions Review Values Fit TalentFit Team Fit Values & Purpose Alignment Toolkits FuelPathing Find my future role FuelChat Get live real- time career advice FuelGoals Create my Learning Growth Map FuelFit Check my Fit & Gaps for Aspirational Roles FuelCoach Find a coach FuelMentor Mentor matching FuelGig Find a Learning Gig FuelGig Experience Marketplace FuelGig Find a Stretch Assignment Fuel Feedback Get 360 feedback FuelGoals Performance Conversation Tools FuelCoaching Team Insight and Coaching Tools FuelAgility For Talent Mobility FuelGig For agile teaming FuelRetention Retention Risk Indicator FuelLeaders Targeted Stay Conversations FuelGig Find External Secondments Alumni Career Portal Keep my talents live , searchable and marketable to the business
Map
with Fuel50
A L I G N
Growth Conversations Stretch Coaches
Talent enablement market place
Pathing Gigs Learning Paths
Anne Fulton
CEO / CO -FOUNDER, FUEL50
JOIN THE CAREER EXPERIENCE REVOLUTION
go.fuel50.com/join
SUBSCRIBE TO OUR #CAREERLABCOMMUNITY