Speaker 1: What are the best ways to support your people's career progression? I'm going to share two great examples. Hi, welcome to the Let's Talk Talent channel where we discuss the world of HR and talent management. We're here to help you unlock the potential in your people. So how do organisations support career progression for their employees? There are many ways in which they can do that. And I wanted to give you two examples of clients that we've worked with who looked at it in a very different way. Now, one was from a finance sector. They're a global organisation, but they have hierarchy. It's very parent-child. But every year in their employee engagement survey, they have got a bit of a kicking around career progression. Now, they've spent millions on developing their people, giving them opportunities, creating toolkits, techniques. But where we came in was making them think about what the exam question they wanted to prove was, which is ultimately about how they develop and navigate their career across their organisation. And what we did was we came up with seven toolkits that answered the key questions that their people wanted to answer. So whether that was how they developed their skills, whether they wanted to be a manager, whether they just wanted to enhance their role, they didn't actually want to progress any higher in the organisation. But by then creating a matrix around those seven questions of all the tools and techniques that they had, they had a simple model that they could go out to the organisation and say, hey, this is what you told us and this is what we heard and this is what we've done as a result of it. So it simplified that in one clear way. Now, the other example was a completely different organisation. They're a start-up and they have much more agility and ultimately fluidity around where they get their talent and how they develop their talent. And ultimately, they had a lot of issues around retention. They had people leaving at certain times. So their exam question was much more about how they retained the best people in their business. And they used career frameworks. So the navigator and the star model, because what they wanted to show was the art of the possible with navigator and how you did it with star. And they created that at a divisional level. So they created pilots where people could understand in a division where they fitted. So the navigator and the star. And then they rolled that up across the organisation to create an organisational group. So two ways of looking at career progression are not only to create transparency, simplicity and consistency, but also to think about the personas, the people that are working in your organisation and the key questions that they need to answer. So have a look at what your exam question is and what career progression means within your business and take inspiration from those two examples, but also some of the tools and techniques that you can check out on our website. So have you taken inspiration from those two case studies? Have you got other things that you'd like to share with us? Leave us your feedback and top tips. We'd love to hear from you. If you found this video helpful, please like and subscribe for more useful HR and talent management video content. Hope you enjoyed this video. See you next time.