While retaining top talent, investing in career development, improving employee engagement, upskilling, deploying effective learning technologies for talent development, and getting people decisions right, are top on the list for most organizations, the inability to get it right continues. Albert Einstein said, ‘Insanity is doing the same thing over and over and expecting a different result.’ Study after study shows no real improvement in outcomes and the challenges may be worsening.
Susan Tohyama, CHRO at Ceridian, a Minneapolis-based HR technology firm was interviewed by HCA Mag.com in a recent article. She said that “according to a Pulse of Talent survey conducted by Ceridian of its 8,800 workers across the United States, Canada, Australia, New Zealand, Germany, Malaysia, Singapore and the United Kingdom, nearly 90% of employees have felt stuck in their role over the past year, and 70% are now a flight risk. In fact, more than half (51%) of respondents said a new career path within the company or working on new projects or with different teams (46%) would make them want to stay with their current employer.”[i]
These trends, unfortunately, are across industries and nations and are not unique to Ceridian. For example, a LinkedIn Workforce study found that 94% of employees would stay if companies invested in long term learning.[ii] In a Forbes article it was reported that, “Upskilling is a priority for 62% of CEOs surveyed recently by LinkedIn. Educating, training, and developing your workforce personally and professionally has two main objectives. First, it shows your employees you value them and want to retain them. Secondly, keeping them relevant keeps the company relevant. Improved performance is improved growth.[iii]
There are two more critical issues to think about in getting it right when it comes to people. A crux of the talent challenge is that most people are not naturally self-aware. A HBR study of 5,000 people by Tasha Eurich revealed that only 10-15% actually are self-aware.[iv] The foundation to effective leader, professional and career development is self-awareness. Yet, helping employees gain a keen sense of self-awareness is generally ignored by most organizations and talent development practitioners skip right onto generic, one-size-fits all or just-in-time offerings.
How can organizations start getting talent development and people decisions right? They do this by:
- Helping all employees become more self-aware to drive their careers, engagement and performance in the best direction aligned with their inherent talent and needs
- Offering accurate and personalized leadership and employee development opportunities
- Focusing on measurable performance improvement and life-long career development
- Accurately identifying hidden or underutilized talent to upskill or reskill
- Scaling opportunities for growth to all employees in a way that provides both individual development and uses enterprise-wide scientifically valid, objective data
- Deploying accurate analytics to support talent development, people management decisions (promotions, succession, team selections) and investments
- Materializing a return on investments in talent initiatives
There is one solution on the market that can stop the inertia, change the trajectory, address all these daunting challenges, and provide the foundation for talent growth and retention in the organization. Our, digital avatar coaching platform, CDR-U Coach, founded on the accuracy and scientifically validated assessment tool, the CDR 3-D Suite provides an unmatched level of self-awareness. CDR-U Coach provides digital avatar coaching debriefs of the CDR 3-D Assessment Suite as well as action planning. Simultaneously, our platform provides enterprise-wide talent data and accurate analytics to upskill, right-fit, develop and promote people effectively. For 25 years, CDR Companies has provided their in-depth scientifically validated assessments to global organizations for executive coaching, team development, succession planning, selection screening and more.