Fuel50

Today is World Mental Health Day, and at Fuel50, we're passionate about the crucial link between employee mental health and engagement. Here's why prioritizing mental health is essential for every organization: ➡️ Engagement boost: Mentally supported employees are 2-3 times more likely to be highly engaged. ➡️ Productivity powerhouse: Good mental health can increase productivity by up to 12%. ➡️ Retention revolution: Companies prioritizing mental health see a 50% reduction in turnover rates. ➡️ Innovation ignition: Psychologically safe environments foster creativity and innovation. ➡️ Cultural cornerstone: Mental health initiatives create a compassionate, supportive culture that attracts top talent. At Fuel50, we walk the talk. Here's how we support our team's mental well-being: ✨ Refuel days: We offer regular "refuel days" — additional days off for our team to recharge and prioritize their mental health. ✨ Flexible work arrangements: We empower our employees to work in ways that best support their well-being. ✨ Training: Our team receives training on supporting mental health in the workplace. This World Mental Health Day, we challenge organizations to go beyond lip service. Implement robust mental health programs, train managers in emotional intelligence, and create safe spaces for open conversations. Remember, investing in your employees' mental health isn't just the right thing to do—it's a strategic imperative for success in the modern workplace. How is your organization supporting mental health? Share your initiatives, and let's learn from each other. #WorldMentalHealthDay #EmployeeEngagement #WorkplaceMentalHealth #FutureOfWork

Leapsome's 2024 Workforce Trends Report reveals a challenging landscape for HR: - 85% of HR leaders are under pressure to reduce HR spend/budget  - 72% report increased workloads for their team since last year  - 80% of HR leaders and managers are using AI several times per week, if not daily These statistics point to a clear solution: internal mobility and upskilling are now must-haves, not nice-to-haves.     Here's why:  - Cost-Effective Talent Management: With budget pressures, internal mobility becomes crucial. It's far more cost-effective to develop and move existing talent than to hire externally.  - Doing More with Less: As workloads increase, upskilling employees to take on new responsibilities can help teams manage expanded workloads without additional headcount.  - AI as an Enabler: The high adoption of AI in HR isn't just about automation. It's about using technology to identify skill gaps, match employees to internal opportunities, and personalize learning paths.  - Future-Proofing the Workforce: In a rapidly changing business environment, continuous upskilling ensures your workforce remains adaptable and relevant.  - Retention Through Growth: Offering internal mobility and upskilling opportunities can significantly boost employee retention, reducing the need for costly external hiring. The data is clear: HR teams that prioritize internal mobility and upskilling are better positioned to navigate budget constraints, manage increased workloads, and leverage AI effectively.     These strategies not only address immediate challenges but also build a more agile, skilled, and engaged workforce for the future. How is your organization leveraging internal mobility and upskilling to address these HR challenges? Share your experiences in the comments! 

Ravin Jesuthasan, CFA, FRSA's keynote at #HRTech2024 was a wake-up call for HR leaders. Here's what's keeping us at Fuel50 thinking: 1. The shift from jobs to skills isn't just coming - it's here. Organizations clinging to traditional job structures risk being left behind in our AI-driven, rapidly changing world. 2. Agility is king. The future belongs to organizations that can rapidly redeploy talent based on skills, not rigid job descriptions. This requires a fundamental rethink of how we structure work. 3. HR's role is evolving. We're moving from filling jobs to orchestrating a dynamic skills ecosystem. This demands new tools, new mindsets, and a new HR architecture. 4. The employee value proposition is changing. In a skills-based world, career paths become more fluid. How do we offer growth and stability in this new paradigm? 5. AI isn't just changing the nature of work - it's changing how we identify, develop, and deploy skills across the organization. At Fuel50, we're committed to helping organizations navigate this shift. The future of work is skills-powered, and the time to adapt is now. What's your take on the skills-based revolution? How is your organization preparing? #FutureOfWork #SkillsEconomy #TalentManagement #HR

At #HRTech2024, Yvette Stortz of CVS Health painted a compelling picture of the future of HR: one where skills-based practices and data-driven decisions reign supreme, but never at the expense of the human element. The case for a skills-based approach is strong. Organizations embracing this model are 107% more likely to place talent effectively, 98% more likely to retain high-performers, and 98% more likely to be seen as a great place to grow. But implementing such an approach isn't about overhauling everything overnight. As Stortz emphasized, it's about thinking big, starting small, and moving fast. This journey begins with dynamic skills mapping and continuous learning. It's enriched by AI-driven insights and managed through customized skills libraries. The goal? To create a flexible, adaptive workforce ready for whatever challenges lie ahead. However, the path isn't without obstacles. Today's employees are struggling: 64% say they can't find enough time or energy for work, and 62% feel they're "quiet quitting." This disengagement leads to productivity losses and decreased retention - a clear call for HR to refocus on the employee experience. The solution lies in leveraging technology to unlock the power of skills. We need tools that jumpstart the skills journey, create bespoke skills libraries, and accelerate skills deployment. But technology alone isn't enough. Managers need analytics to drive talent and culture initiatives, improve business outcomes, and fuel financial growth. As we navigate this new landscape, the question for all of us in HR becomes: How can we harness the power of skills and analytics while keeping the human touch at the core of what we do? The organizations that answer this question effectively will be the ones that thrive in the years to come. Well done, Yvette Stortz 👏 #FutureOfWork #SkillsBasedHR #PeopleAnalytics #TalentManagement

Our team just left Josh Bersin's eye-opening keynote at #HRTech2024. Here's what caught our attentions: 📌 The Engagement Paradox 32% of employees are highly engaged, yet 52% are passive or looking to leave. Even more striking? 44% feel high stress daily. As HR leaders, we need to ask: Are we confusing engagement with burnout? 📌 The HR Tech Explosion Corporate apps have surged 57% in just three years. It's the "kitchen drawer problem" of HR - we have tools for everything, but are they making work easier or just more cluttered? 📌 AI Reshaping HR From L&D to recruitment, AI is not just augmenting our work - it's redefining it. The question isn't if AI will impact HR, but how we'll adapt our strategies to leverage it effectively. The takeaway? As HR tech evolves at lightning speed, our focus must remain on the human experience. Technology should simplify, not complicate. It should reduce stress, not add to it. What's your take? How is your organization balancing tech adoption with employee wellbeing? #FutureOfWork #EmployeeExperience #HRTech

HR Technology Conference & Exposition has been a whirlwind of insights! The Fuel50 team is buzzing with new perspectives on the future of work. Here's what's got us excited: ➡️ Skills development should be strategic The message is clear: skills development isn't just about accumulating abilities—it's about strategic growth that benefits both employees and organizations. As Dani Johnson put it, "Skills for skills' sake only is stupid." Instead, we need to show people a clear future within our companies. ➡️ AI is reshaping HR, but not replacing the human touch. In fact, when used wisely, AI enhances our ability to connect. The key? Transparency and guidance. As Sarah Morgan noted, "I'm guiding AI, not having it guide me." ➡️ DEI can also be fueled by skills Perhaps most importantly, skills-based approaches are emerging as a powerful tool for equity. They're "leveling the playing field" for marginalized groups and opening new paths for talent mobility. At Fuel50, these insights reinforce our mission. We're more committed than ever to empowering organizations with skills-based strategies and AI-driven talent intelligence that put people first. What's your take on these trends? How is your organization navigating the evolving landscape of skills and AI in HR? #FutureOfWork #AIinHR #SkillsDevelopment #TalentManagement

In case you've missed it, the Fuel50 team is having a blast at our booth (Booth 4316) at the HR Technology Conference & Exposition. 🎬 Love some Grease trivia? 👕 Want a cool "I got skills. They're multiplyin'" T-shirt? Follow the pink carpet to Booth 4316 and join the fun! But that's not all – we're showcasing some game-changing HR tech: 1️⃣ Get a sneak peek at our cutting-edge talent intelligence platform 2️⃣ Be among the first to explore our new Skill Inventory solution 3️⃣ Discover how we're helping organizations close the skills gap Join us now. #HRTech2024 #SkillsDevelopment #TalentMobility #FuelYourTalent

We're excited to unveil our new "Skills Inventory" to transform the way enterprise organizations manage, assess, and govern their skills data. Here's what that means for you: - You can now automate skills management. Going forward, you can seamlessly organize, benchmark, and govern skills data with intuitive dashboards and clear insights. - You can prioritize in-demand skills and stay ahead of the curve by identifying and focusing on high-priority skills. - You can access market insights and keep an eye on competitors. This means, you can leverage market and labor data to gain competitive insights into skill demand, salary data and skill cost, as well as critical roles in the industry. - You can easily govern skills ontology, meaning that you can confidently add, edit, and delete skills to match your business needs with review and admin controls across your entire skills landscape. But also, leverage generative AI tools to curate skill descriptions, goals, and development actions to build your skill and talent strategy. Want to learn more? Come say "Hi" at our booth at HRTech. We're at Booth 413, just 4 rows back from the lunch seating in the central aisle. Look for the pink carpet, you can't miss us! Not going to HR Tech but want to get notifications about Skill Inventory? Reach out to our team and we'll be happy to tell you more.

Congratulations Sarah Kissane and Bank of Ireland for the awards. Winning these two awards is a testament to your innovative approach and dedication to employee development. We're proud that our platform plays a role in empowering your colleagues to take ownership of their careers. Great job, Bank of Ireland team!

I had the pleasure of being invited, by our Partner Fuel50 to the Gartner Re-Imagine HR Conference in London last week. It was fantastic to join hundreds of fellow HR professionals to connect and share the challenges and trends in the industry today. Needless to say that AI appeared in many of the conversations around the two days! Great to see Fuel50 at the event and connect with their other clients (shout out to Asi DeGani for his presentation!) to hear their stories. Then to top the week off with a bang I attended the CIPD UK awards in London where Bank of Ireland walked away with 2 awards for Best digital/technology initiative in HR/L&D and Best Change Management Initiative!!! I am incredibly proud to be part of a team that works so hard to ensure that our colleagues have the tools they need to take ownership of their Career within Bank of Ireland. #BOI #CareersAcademy #BetterTogether #CIPDUK #Awards #GartnerReImagine Shaun Cummins Steve Morton Matt Elliott Niamh Coghill Ana Carolina Long Sarah Forrester Eimear Moore Francesca Fadda Aoife Treacy Jessica Renee Towicz