Skills matter, but it is confidence which decides whether people use them.
At The Career Innovation Company, what we call “career confidence” delivers a hidden dividend in every organisation. When employees believe in their ability to grow, understand their strengths and feel able to explore, the whole system behaves differently. Our recent webinar – “From skills to careers: Unlocking ROI from talent marketplaces” – showed this clearly.
Employees who take part in our Be Bold in your Career and other programmes, do more than learn new tools. They develop a new mindset; gain clarity about their direction and the skills they bring. And as a result, they are twice as likely to stay, progress or apply internally.
This matters right now, because most talent marketplaces depend on an individual’s self-belief. A talent marketplace is not one-size-fits-all, because employees need to find the confidence to express interest in new opportunities, reach out to new teams and take their first steps. Without confidence, the platform can become passive.
Confidence among employees also has an upward “ripple effect” – it gives managers confidence too. When employees arrive with a clear sense of their purpose, managers can support exploration rather than manage their hesitation. Conversations become easier, more productive and more future-focused. The emotional load on managers falls – engagement increases for both sides.
Confidence is a structural benefit, rather than a soft one. It increases mobility, strengthens retention and supports culture. It brings humanity back into systems that often feel abstract and complex.
So, ask yourself this. Do your people already have the confidence to shape their careers, or are they waiting for permission to speak up?
Jon Matthews is CEO of The Career Innovation Company. Email him now on jon.matthews@careerinnovation.com to find out how to build career confidence in your organisation.
