In our 2024 annual talent trends survey, nearly 50% of our network pointed to a lack of career development opportunities as a main reason for disengaging from their current employer. Effective progression plans which acknowledge diverse performance levels within a team are crucial for addressing the issue.
A clear progression framework serves as a roadmap for employee advancement, outlining expectations at each development stage and including extension plans for high-performers who exceed expectations. When looking at your team, it's a game changer when you differentiate between 'high performance' and 'high potential'; using scorecards helps to assess team members' standings and create tailored development plans to meet individual growth potential.
Just focusing on traditional hiring metrics like time-to-fill can drive the wrong behaviours and lead to prioritising speed over quality. Instead, metrics like quality of hire and time to full productivity encourage teams to concentrate on retention, and ensuring that new hires fit well with the company culture long-term.
Metrics to measure Quality of Hire:
- Employee turnover
- % passing probation
- % of probation extensions
- Time to efficiency
- Talent scorecard
- Performance appraisal score
- Internal promotions
- DEI of internal promotions
Why internal mobility is your secret weapon for success
Progression doesn't have to just be linear. Check out how Gousto has achieved an impressive 35% internal fill rate across their teams:
“One of our People Team priorities is growing careers and championing internal mobility; in 2023 we filled over 35% of our open vacancies with existing employees. We're also empowering career advancement by offering various full-time and part-time secondments - which enrich expertise without direct impact to overheads or management structures.
We are skills-focused and our ‘PowerUp’ development programme helps our people to build 'power skills' which are transferable and will help them to succeed irrespective of role.
By highlighting mobility success stories internally, we want to demonstrate that Gousto equally values competencies, behaviours and knowledge of how the business connects, as much as specific skills that can be learnt. For example, our CCO was previously our CFO; we've had senior leaders move between Product and Engineering; Operations and Data; Customer Care and People; Finance and Customer Acquisition...the list goes on!”
Meanwhile, Dojo have seen an increase in their internal applications by promoting their squiggly career pathways:
"We introduced 'squiggly careers' at Dojo, as development looks different for everyone, and growth doesn't always mean 'moving up a level'. Our team members have the freedom to explore varied roles within the company, leading to exciting, unconventional career trajectories. This flexibility has significantly boosted our internal applications."
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The power of a professional mentor
45% of our network have had a professional mentor. Internal mentorship programmes can be a really powerful tool for helping your employees to achieve career goals and reduce the feeling of going stale as their tenure with you grows. Particularly for your cohort of future leaders.
At Burns Sheehan, our voluntary Future Leadership Programme connects inspiring leaders with aspirational professionals through one-to-one mentoring sessions. Receiving practical guidance and support setting effective goals, members expand their networks & gain valuable skills. Find out more here if you're interested in applying.
In 2023 we connected 20 women with mentors, from companies such as Sky, Healios, Bet365 and Trainline. Plus 95% of programme alumni would recommend it to a friend or colleague.
"Having a mentor works best when you are self-aware and allow yourself to be vulnerable. It doesn’t matter whether you’re just starting out in your career, or whether you’ve got decades of experience, having one, or many trusted mentors helps you to grow as an individual and a professional. Self-awareness and vulnerability come into play as you must know what you want to improve and be willing to open up and accept the help.
The relationship between mentee and mentor is one built on trust, empathy and mutual respect, but outside of the emotive elements, this relationship is a value exchange. You’re both spending time with each other to learn from each other.
Anyone can be a mentor and many leading organisations have recognised that running a mentorship program is a massive benefit, but if this isn’t available, there are sites like mymentorpath.co.uk or adplist.org. I’ve been fortunate to have great managers provide me with mentorship and coaching. Additionally, I have networked with industry players, who have, at different stages of my career provided me with mentorship.
My advice is, know what you want to learn and find the most obvious person you trust to help you on your journey."
For more talent strategy insights, download our 2024 Technology Hiring Report. Inside you'll find talent insight covering the modern talent stack, advocating for neurodiverse employees and candidates, optimising internal mobility, and how to retain and empower your female employees. It's also complete with salary benchmarking for permanent and contract roles, across London and the North of England. Download your copy here.