Karolis Petrauskas’ Post

Should your organisation offer dual tracks for progression? Kellie J Plummer (FCIPD), Director of People at Progeny, explores the benefits of dual career tracks for both organisations and its people. These include: ➡Improved retention ➡Leveraging employee skills and ambitions ➡Leaner hierarchy Learn more about dual tracks and how to implement this in your business here: https://lnkd.in/eQcGhRwa #retention #skills #career #careerprogression #employeebenefits

Career Development as a Growth Strategy for SMEs. 🔔 In my experience consulting with diverse organizations, one factor crucially influences employee satisfaction and retention: career development opportunities. For small and mid-sized businesses (since larger companies often have well-established growth packages in place) investing in employee growth isn't just a perk – it's a strategic necessity. I understand the challenges SMEs face in creating robust growth programs compared to larger corporations. However, in our fast-evolving business landscape, continuous learning is essential. Without it, companies risk falling behind. Practical Steps for SMEs: -Employee Surveys: Conduct surveys to understand your team's career aspirations. You don't need to reinvent the wheel; just listen to their needs. -Personalized Development Plans: Tailor growth plans that align with both individual and company goals. -Regular Training: Implement workshops and training sessions to keep skills updated and relevant. -Mentorship Opportunities: Facilitate learning from seasoned professionals within your organization. -Defined Career Paths: Outline clear progression routes and the steps needed to achieve them. By adopting these strategies, you'll quickly notice enhanced engagement. Employees committed to growth are more motivated and loyal. Additionally, companies championing career development attract and retain top talent more effectively. In essence, nurturing a culture that prioritizes career development is a wise investment in your company's future, benefiting both your team and your business's growth trajectory. #SMEGrowth #EmployeeDevelopment #BusinessStrategy

Hi HR Leaders. What are some of your most effective strategies for career planning and development? Is your organization finding that the traditional view of a career as a linear climb up the corporate ladder doesn’t reflect the complex realities of today's workplace? In Part 2 of the Modern Career Pathways Playbook, we identify the challenges to traditional career pathways.

If you're interested in talent and how to improve retention through better career pathway design, this is a great insight into how it all pieces together and where you might start. It does, however, miss one key factor in my view and possibly the most important; the organisation's (leaders and middle managers) willingness to act in the interest of the greater good. Without this, I am not sure it is possible to implement an effective internal mobility strategy.

🤔 Just One Thing. Surprisingly simple tips that can improve your Talent practices and change your organisation. 🤔. This one is about our attitude towards careers and career paths....  👩🎓 The traditional view built linear career paths showing employees the roles they "need" to move into, to progress their career in their particular function (HR, finance, sales etc).  ⚒ The organisation would show this to their employees, whilst retaining much of the control over the employee's career progression.  Employees understood they had to show their worth and wait their time before they progressed - knowing that succession planning was opaque and decided by senior people in a room together. 💪 But now the balance of power has swung towards employees.  Disrupting traditional talent practices that have been in place for decades. Linear career paths were replaced by career lattices - but now careers are unique to the individual.  🔎 Employees want control and autonomy over their career paths and future opportunities.  Unfortunately, many leaders are still stuck in the old ways, trying to hold on to power. It's time for organisations to adapt to a world where employees are career consumers - in control of their careers, making decisions that are right for them.  And unless employees can see their organisation supports career consumerism, they'll be happy to leave and find somewhere that does.  That simply means working with employees to understand their interests, preferences, strengths and potential derailers.  Then match them to jobs, opportunities and projects in the organisation.  Enabling people to move, grow and learn about themselves through the context of the opportunities available in the organisation.  What’s your organisation’s career structure and mindset?  Can you satisfy your employee’s career consumerism? #coaching #coach #leadership #personaldevelopment #personalgrowth #development #humanresources #hr #womeninleadership #leadershipcoaching #leadershipcoach #leadershipcoach4women #womensleadership #positivepsychology #mindsetcoach #successcoach #learntolead #leadershipcoachforwomen #learntolead #talent. #talentdevelopment #talentmanagement #HRBP #talentstrategy #internaltalentmobility #talentmobility

Let's discuss the most valuable assets and skills employers seek in 2024. As the job market evolves, so do the skills and assets that employers prioritize. In 2024, the most valuable assets and skills encompass a blend of technological proficiency, emotional intelligence, leadership capabilities, sustainability awareness, and adaptability to digital work environments. Employers are looking for candidates who can navigate the complexities of modern business, drive innovation, and contribute to a positive and sustainable work culture. By cultivating these skills, professionals can enhance their employability and thrive in the dynamic job market. Read the full article and start developing these valuable skills and assets today. You can enhance your employability and thrive in the dynamic job market by taking action now: https://lnkd.in/gR5h_2Qm #FutureOfWork #CareerDevelopment #TechSkills #Leadership #EmotionalIntelligence #Sustainability #RemoteWork #Innovation #JobMarket2024 #ProfessionalGrowth

The #outplacement programmes offered by New Horizons allow candidates, who may have recently experienced redundancy or a similar period of change in their career, to focus on what truly makes them valuable as a professional. Strengthening our clients' confidence and offering guidance when it comes to the best ways to secure a new position, or perhaps how to manage a successful change in career direction; our expert coaches represent the highest standard of career transition support. As we approach the end of the financial year, change may well be on the horizon. With NH, change isn't something to be feared, but is rather something to be embraced. We help our clients face up to the challenge, and to make a plan to achieve their goals. The #journeytosuccess isn't always easy, but we can help you find the right path to take. For more information on how our programmes work, visit our website here: https://lnkd.in/ep-WqS2n #expertadvice #careeradvice #hr #hrconsulting #hrcommunity #careercoaching #coaching #changereadiness #challengeaccepted #careerchange #careertransition #careersupport

The Changing Face of Career Success For decades, career success was often defined by climbing the corporate ladder, achieving a high salary, and accumulating accolades. However, in today's dynamic and rapidly changing job market, these traditional markers of success are no longer as compelling. #careertrends #employeeengagement #futureofwork #germanyjobs #HR #JobSearchInGermany #LaborMarketinGermany #leadership #organizationaldevelopment #WorkInGermany

I had lunch with a long time colleague and fellow HR enthusiast Derek Winn, and we got to talking about quantifying experience. From an HR standpoint, we discussed the difference between transformational HR professionals and those who've remained static. The real differentiator wasn't the length of time but the ability to continuously innovate and adapt. This concept truly applies to EVERY profession. Someone might have 15 years in a position, but if they're using the same solutions from 10 years ago, they really only have 5 years of relevant experience. On the other hand, someone who's constantly pushing forward, staying ahead of the curve, and implementing innovative solutions is truly gaining valuable experience. For employers, here are a few things to look for beyond just years on a resume: 🌟 Adoption of Innovative Technologies: Are they embracing new tools and systems? 💡 Proactive Problem Solving: Do they find creative solutions to new challenges? 📚 Continuous Learning: Are they committed to ongoing professional development? 📈 Impactful Contributions: Can they demonstrate tangible results from their work? 🧠 Advisory Role: Are they acting as advisors and thought leaders within the organization? ❌ Be caution when the solutions are always: "At my last company" & "We've always done"! 💡 How else have you determined true experience, besides years of experience? #ProfessionalDevelopment #Leadership #HRStrategies #HRforFounders

Today's top talent seeks more than just a job; they want a meaningful career path. By fostering a culture of growth and development, you can attract and retain the best employees while fueling innovation and success. Organizations with strong employee development programs see a 14% increase in employee engagement. Build a high-performing team that's committed to your company's long-term success through our #blog #benchmarksearch #talentmanagement #leadershipdevelopment #employeengagement #careergrowth #organizationaldevelopment #hrconsulting #executivesearch #careeradvice