rethinking performance conversations
TRANSCRIPT
@CareerEngager #fuel50
Current practices versus Fuel50Rethinking performance
www.fuel50.com
81%of employees
feel their skills aren’t beingfully utilized at work
Career Agility & Engagement Research, Fuel50 (2015)
The 9-box model is not delivering agility.
@CareerEngager #fuel50
A new model for succession planning.
Performance
@CareerEngager #fuel50
It’s time for a philosophical shift on
how we address these issues,one that more fully engages our employees.
@CareerEngager #fuel50
Current practiceTraditional talent management
Fuel50
vsTop-down process automation
Employee-driven, personal and aspirational
@CareerEngager #fuel50
Current practiceTraditional talent management
Fuel50
vsFocus backwards:
Evaluating what has already been done
Focus forward:Capabilities, Capacity
Growth and What’s Next For Me
@CareerEngager #fuel50
Current practiceTraditional talent management
Fuel50
vsPromotes
vertical growththinking
Promotesexploration and multi-
directional growth
@CareerEngager #fuel50
What our clients are sayingTestimonials
www.fuel50.com
@CareerEngager #fuel50
We surveyed our employees last year asking:
What was the best thing HRhas done for you this year?We were delighted to see Fuel50 was at the top of our
employees’ best things we’d done list.
Joan Mather, Head of Organizational DevelopmentFletcher Building FTE’s 43,000
@CareerEngager #fuel50
We launched Fuel50 to 22 countries in 3 languageswithin only 6 weeks of signing with Fuel50.
Engagement rose from84% to 87% across the region!
VP Talent ManagementGlobal Top 10 Bank
@CareerEngager #fuel50
www.fuel50.com