have been contacted by another company for employment at least once in the last 6 months.
are aware of current external jobs that match their skills.
of employees would consider a position at their current organization or a new organization equally.
of respondents ranked career progression & promotion as important – immediately following work environment, work-life balance and compensation package.
38% of respondents report to have had zero or - at most - one conversation with their manager about their career annually.
31% report that they do not have a career plan in place.
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%).
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.
of employees rate their manager’s ability to develop their career as low.
Let’s look at the key components of great talent management.
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.
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.
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.
* 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”