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The 2020 Talent Challenge

Fuel50
Fuel50

Anne Fulton, CEO of Fuel50, talks the 2020 Talent Challenge: Talent Strategies for a Disrupted World at the HR Leaders' Forum in Sydney (February 2018).

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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 that engagement and career opportunities are more important during these times of turmoil. Aatari Chaos New Normal
3 WHEN YOU GROW UP? WHAT DO YOU WANT TO BE
4
5 70% of young people But the reality is IN JOBS THAT WILL BE currently enter the workforce radically affected by automation
6 due to mechanized robots (humanoid or drone-shaped) and AI software Automation is predicted to eliminate 6% of jobs in the U.S. in the next five years
7 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
8 Are concerned about becoming obsolete in just 3-5 years 45% almost 50% 73% Among 4,000 senior decision SO SHOULD WE BE WORRIED? Dont 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
10
11 70% of high retention risk employees say they have to leave to advance their careers WILLIS TOWERS WATSON
n=8,500 Source:CEB2015CareersEmployeeSurvey The 2020 career challenge: A disrupted career landscape Positionseniority Tenure
13 Design careers around experiences, not positions, to increase satisfaction CEB (2015) Careers designed aroundpositions Careers designed aroundexperiences n = 8,550 11% 24%
14 CAREER ENGAGEMENT BENCHMARKING RESEARCH, FUEL50 (2016) On-the-job development opportunities such as lateral moves increase engagement by up to 30% Talent leverage
Fuelling workforce agility through career pathing @careerengager #fuel50 Redefining the career experience Talent Agility for a 2020 world
17 Individuals need individualized career propositions.
WorkFit Talents Values Personalized career value propositions.
19 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
20 Performance A new model for succession planning
21 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 PerformanceIamgoodatthis Passion I love to do this
CareerEngagementGroup Best in class career engagement benchmarking research
CareerEngagementGroup Identified aspirational career practices Invited Senior HR practitioners from around the globe to participate Over 100 respondents US, UK, Australia and NZ What we did
CareerEngagementGroup High level benchmarking research findings
CareerEngagementGroup A best in class career engagement model Employee empowerment Leaderenablement Organizationalexecution Communication Capability Compatibility Contribution Career engagement ROI Outcomes Decreasedabsenteeism Reducedattrition Reducedhiringcosts Increasedcustomer satisfaction Increasedcustomerloyalty Increasedproductivityper employee Increasedrevenueper employee Increasedinnovation Increasedinternalmobility Increasedabilitytofillkey rolesinternally ImprovedROIontalent investments Increasedpromotionrate
CareerEngagementGroup 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
CareerEngagementGroup Employee empowerment Leader enablement Organizational execution Pillars of engagement The 3 Es of career engagement
CareerEngagementGroup #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
CareerEngagementGroup Best in class career practices deliver business results
32 RAISING ENGAGEMENT PERFORMANCE | ROI outcomes
CareerEngagementGroup Career pathing is the why
CareerEngagementGroup Career pathing is talent managements new frontier Recruiting On-boarding Performance SuccessionLearningMobility Career pathing Career pathing The neglected piece of the HR tech landscape
36 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 K5 . 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
The employee experience Growth ConversationsStretch 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

More Related Content

The 2020 Talent Challenge

  • 1. The 2020 Talent Challenge TALENT STRATEGIES FOR A DISRUPTED WORLD Anne Fulton CEO / CO -FOUNDER FUEL50 | WWW.FUEL50.COM
  • 2. Employee experience in the workplace Disruption is here. You are either the disruptor or the disrupted. I would argue that engagement and career opportunities are more important during these times of turmoil. Aatari Chaos New Normal
  • 3. 3 WHEN YOU GROW UP? WHAT DO YOU WANT TO BE
  • 4. 4
  • 5. 5 70% of young people But the reality is IN JOBS THAT WILL BE currently enter the workforce radically affected by automation
  • 6. 6 due to mechanized robots (humanoid or drone-shaped) and AI software Automation is predicted to eliminate 6% of jobs in the U.S. in the next five years
  • 7. 7 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
  • 8. 8 Are concerned about becoming obsolete in just 3-5 years 45% almost 50% 73% Among 4,000 senior decision SO SHOULD WE BE WORRIED? Dont 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
  • 9. 10
  • 10. 11 70% of high retention risk employees say they have to leave to advance their careers WILLIS TOWERS WATSON
  • 11. n=8,500 Source:CEB2015CareersEmployeeSurvey The 2020 career challenge: A disrupted career landscape Positionseniority Tenure
  • 12. 13 Design careers around experiences, not positions, to increase satisfaction CEB (2015) Careers designed aroundpositions Careers designed aroundexperiences n = 8,550 11% 24%
  • 13. 14 CAREER ENGAGEMENT BENCHMARKING RESEARCH, FUEL50 (2016) On-the-job development opportunities such as lateral moves increase engagement by up to 30% Talent leverage
  • 14. Fuelling workforce agility through career pathing @careerengager #fuel50 Redefining the career experience Talent Agility for a 2020 world
  • 17. 19 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
  • 18. 20 Performance A new model for succession planning
  • 19. 21 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 PerformanceIamgoodatthis Passion I love to do this
  • 20. CareerEngagementGroup Best in class career engagement benchmarking research
  • 21. CareerEngagementGroup Identified aspirational career practices Invited Senior HR practitioners from around the globe to participate Over 100 respondents US, UK, Australia and NZ What we did
  • 23. CareerEngagementGroup A best in class career engagement model Employee empowerment Leaderenablement Organizationalexecution Communication Capability Compatibility Contribution Career engagement ROI Outcomes Decreasedabsenteeism Reducedattrition Reducedhiringcosts Increasedcustomer satisfaction Increasedcustomerloyalty Increasedproductivityper employee Increasedrevenueper employee Increasedinnovation Increasedinternalmobility Increasedabilitytofillkey rolesinternally ImprovedROIontalent investments Increasedpromotionrate
  • 24. CareerEngagementGroup 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
  • 25. CareerEngagementGroup Employee empowerment Leader enablement Organizational execution Pillars of engagement The 3 Es of career engagement
  • 26. CareerEngagementGroup #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
  • 27. CareerEngagementGroup Best in class career practices deliver business results
  • 30. CareerEngagementGroup Career pathing is talent managements new frontier Recruiting On-boarding Performance SuccessionLearningMobility Career pathing Career pathing The neglected piece of the HR tech landscape
  • 31. 36 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 K5 . 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
  • 32. The employee experience Growth ConversationsStretch Coaches Talent enablement market place Pathing Gigs Learning Paths
  • 33. Anne Fulton CEO / CO-FOUNDER, FUEL50 JOIN THE CAREER EXPERIENCE REVOLUTION go.fuel50.com/join SUBSCRIBE TO OUR #CAREERLABCOMMUNITY