Talent Management

How can businesses support those employees who feel ‘stuck’ in their career? David North identifies the key reasons why organisations can fall short in this area and the remedies that they can pursue.

Is there a “right time” to introduce a career strategy? It’s true that many organisations face real uncertainty around their markets, business model and the relevance of the products and services they sell. Yet when the shafts of clarity finally shine through the clouds of doubt, how will you want your people to think and act?

Many organisations are facing an existential problem - the imperative to retain people and deploy skills effectively. And this is even true of those who have a powerful EVP for their people. What is going wrong – and what can be done to improve matters?

At the Career Innovation Company we like to remind organisations to invest in ‘the vital many’ – the majority who get disengaged if a few high potentials gain unfair attention.

The ageing workforce is not a new issue, but few organisations have responded. We suggest four ways to support older talent.

Engaged employees are 44% more likely to stay in their jobs, and tapping into intrinsic motivation is key.

People have similar needs at each life stage. So, as we identify employees’ needs and desires, we should pay more attention to life stage than generation.