The talent shortage has created a competitive market – putting employees in high-demand.

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have been contacted by another company for employment at least once in the last 6 months.

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are aware of current external jobs that match their skills.

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of employees would consider a position at their current organization or a new organization equally.

To retain and grow the talent that they have, organizations must understand what is important to their employees.

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of respondents ranked career progression & promotion as important – immediately following work environment, work-life balance and compensation package.

However, when asked how their employers are doing to help them on their career journey:

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Limited career discussions

38% of respondents report to have had zero or - at most - one conversation with their manager about their career annually.

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Lack of career planning

31% report that they do not have a career plan in place.

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Infrequent training

47% spend less than 3 hours a month training. Whereas 62% stated that training not only improved their job but also their self-esteem (51%).

Employees say they want:

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“An actual detailed career path, goals and system in place.”

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“Allow more time for training.”

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“Be more involved in my performance so I can get specific feedback on how to improve.”

And although managers believe they understand their employee’s needs, they are struggling to engage them and identify a career plan.

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of managers say they are somewhat to very confident in understanding their direct employees needs and the tools they require to manage and excel in their careers.

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of employees rate their manager’s ability to develop their career as low.

So how can an organization ensure it has a career development program designed to work for all its employees?

Let’s look at the key components of great talent management.

Organizational Consulting:

Start with a plan for organization and its leaders. Leaders set the culture of the organization and must be aligned to its goals to succeed. By aligning the mindsets, capabilities and behaviors of your leaders you are giving everyone a clear idea of what success looks like. It also creates a framework that can be used for coaching and development. Encourage behaviors such as collaboration, building trust and fostering innovation.

Learn more about how to ensure your leaders are making an impact.


Once you establish a framework, use assessment to create a data driven approach to understanding how well your leaders are aligned to the competencies and behaviors needed to be successful. This activity should include leaders at all levels to ensure everyone is has the tools needed to drive toward the organization’s goal.

Coaching & Development:

Once you have assessed your workforce, development will help you focus on building competencies where there may be gaps and coaching should be applied to reinforce behaviors.

It is critical to invest in the right solution for the challenge.

When asked which talent systems they use and/or prefer, managers often responded with platforms designed for employee listening, payroll, time sheets or recruiting– not purpose built talent management solutions.


Developed with Career Mobility and Coaching in mind, RightMap™ provides employee-driven insights that allow managers to have engaging career growth conversations with their people, identify and fill skills gaps and better understand the workforce, its culture and behaviors. Facilitated by Right Management’s global career experts, with more than 40 years consulting experience, organizations receive support through onboarding, assessment, planning and development, with robust data to drive learning and insight to optimize the solution to achieve its goals – creating a digital mechanism to measure mobility and performance across the workforce.

Focusing on career mobility ensures organizations have the workforce they need to deliver now and into the future.

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An effective career mobility program can help reduce churn by 60%.1

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67% of employees who plan to stay with their organization have a written career plan in place.

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It can cost 6x less to build talent from within than to hire externally.2

To learn more about how to develop a workforce plan that can help retain and grow your workforce, click here.

Looking for more ways to develop your talent?

Leverage these resources to discover the possibilities.


* Research completed July 2022 with 651 respondents (65% employees; 35% managers) represented equally across six markets, including: Australia, Brazil, Canada, Mexico, United Kingdom and United States.

1 Fuel50, “Global Talent Mobility Research”

2 Forbes; Josh Bersin, “Rethinking the Build vs Buy Approach to Talent Report”