(This article is written by Emma Gibbons, a People Science and Principal Consultant at TQSolutions and a thought leader in the fields of experience design and ethical technology.)
A linear career path is no longer the norm.In today's dynamic work environment, employees seek much more than just a job.
They yearn for growth, purpose, and meaningful engagement.
They seek out workplaces that encourage continuous learning, exploration, and the discovery of unique and hidden skills.People don’t want to be treated as human “resources” they want to be treated as developable “talent”.
The question is, how can companies and employers adapt to these changing times and better respond to the mindset and aspirations of their current and potential employees? By first understanding the challenges faced by the employee.
The Skill Divide
The perception of limited growth opportunities and strict linear career paths is all a major daunting challenge to the modern employee.And yet, it's a common sentiment - many employees feel stuck and uncertain about how to advance.
Often, this perception can be boiled down to a sizeable gap between one’s recognisable skills and the roles available to them within an organisation. This creates a frustrating stalemate. After all, what truly defines a 'skill'?
- Does that term only include formally recognised skills?
- Does it make a distinction between soft skills and hard skills?
- Are all the skills in a job advertisement equal?
It’s no wonder why people are struggling to recognise, let alone communicate how their skills may be of use to a potentially vacant position. As work becomes more dynamic, so too should the skills criteria of a given position.
A Common Double Standard: Internal Employee vs External Candidate
Another challenge that aspirational employees often face when looking to advance into a different position is that they have higher expectations placed on them than external candidates.
In the event that aspirations for a role are voiced, often this is met with the employee having to wait an arbitrary period to prove themselves worthy of career progression; “you have to earn your stripes.”
And yet, organisations tend to have a much higher risk tolerance for external hires rather than internal staff who have already integrated and are willing to grow alongside the business. For so long, hiring externally has been the “natural order of things” and so many employers will simply accept the risks associated.
This however leaves internal talent feeling undervalued and under-appreciated, which then generally ends in them resigning.Of course, there is still a lot of value to the idea that you earn your career progression; it’s just that internal employees shouldn’t be held back arbitrarily. As such, it’s important that employees focus on developing skills for the future as best they can to remain relevant.
The solution: An Internal Mobility System
The right technology, when combined with innovative thinking, can unveil hidden opportunities within organisations – to the benefit of everyone.
In a recent Academy of Management Journal article titled “Advance ’Em to Attract ’Em How Promotions Influence Applications in Internal Talent” it was proven that managers actively supporting their employees’ career progression will find it much easier to attract great internal talent.
But in the real world, manager’s incentives aren’t always aligned to the career needs of their people (and nor is every manager an expert at career coaching).
Not only does an internal mobility system like GoFIGR enable employees to be found, but it also helps both employees and their managers discover interesting career pathways. For managers, it may also help reveal people with hidden talents they may otherwise have overlooked.
By eliminating the fear of having to rely solely on managers for career sponsorship, organisations can use advanced mobility systems to prevent talent hoarding, empower employees to explore their true potential and actually support internal managers to fill critical roles.
(This article is written by Emma Gibbons, a People Science and Principal Consultant at TQSolutions and a thought leader in the fields of experience design and ethical technology.)
A final word from GoFIGR...
Looking to the Future, Today
The interplay between individual aspirations and organisational needs requires a strategic approach that fosters growth, collaboration, and innovation.
In the next instalment of this thought leadership series, we'll dive into the HR function's perspective, gaining insights into how organisations can create an environment that nurtures internal mobility even further while still maintaining an employment culture that aligns with their overarching goals.
Read it here: Behind the Scenes: The HR Function's Role in Driving Internal Mobility & Talent Development by Ana Adams.
Until then, if you’re interested in adopting and implementing this innovative approach to building talent from within, then it’s time to explore GoFIGR.
GoFIGR’s Internal Talent Marketplace can help your business thrive
GoFIGR is a Software as a Service (SaaS) platform designed to collect and intuitively analyse employee skill and business requirement insights so you can supercharge your talent retention and organisational development process.
With valuable insights collected from your team, GoFIGR allows you to:
- identify your employees’ current skillsets
- align them with your business expansion plans
- realise your team’s full potential
- reduce the cost of recruitment by upskilling from within
Most importantly, GoFIGR empowers you to nurture the skills and talent that your organisation needs to move forward.
Your future team is already working for you.
Don’t let that talent go to waste – give them the opportunity to grow their career AND drive your business into its tomorrow. It’s the ultimate way to retain staff, foster a progressive internal culture and minimise the costs of repetitive recruitment.
Contact GoFIGR today to discover how we can help you foster a future-focused workforce using our internal talent marketplace.
Emma Gibbons is a People Science and Principal Consultant at TQSolutions and a thought leader in the fields of experience design and ethical technology.
