In a difficult market for talent, where the pool of available workers is shrinking at the same time as business uncertainty is increasing, it is becoming even more important to make the most of the people you have. This covers not only retaining and developing your people but also making sure they are in the right place at the right time.
This makes the results of the most recent CIPD survey on skills in the workplace even more striking. The headline statement is that "Organisations have half the workforce in the wrong roles" but other key highlights (lowlights?) are:
- Over-skilled workers are less satisfied and nearly twice as likely to want to quit than those in well-matched roles.
- Over a quarter (26%) report ‘lack of opportunities’ as the biggest barrier to progression, followed by ‘lack of confidence’ (14%).
- Line managers were seen as gatekeepers to opportunities but were viewed to have neither the time nor experience to fulfil their roles effectively.
Our most recent whitepaper - Re-Thinking Succession the Hollaroo Way - shows how a different approach to succession planning and internal mobility can help to address these and other issues. Our approach can be simply summarised as:
- Put individuals in control
- Make it a conversation, not a process
- Include all the stakeholders
- Blend internal and external pipelines of talent
We are genuinely excited to bring the Hollaroo approach to managing people inside the organisation, adding another piece to our overall vision of a lifetime relationship with talent. By the sounds of things it is in the nick of time!