Organizations with Greater Career Engagement Have Higher Revenue

Author: Anne Fulton, CEO, Fuel50 / Career Engagement Group

Career development has a concrete impact on overall business performance and is a powerful driver of revenue, found a new benchmarking survey of over 100 global organizations conducted by Career Engagement Group (CEG). The survey found that organizations with the ability to attract key performers and develop an internal talent pool through career development reported greater overall revenue growth during the last financial year. Organizations with improved HR processes increased revenue growth by up to 2.5 percent.

In addition, 31 percent of survey respondents said career engagement was a predictor of revenue growth, as compared to 7% using traditional engagement methods. And 75 percent said career development is a key driver of engagement in the organization.

“Effective career engagement practices lead to business return by building internal talent bench strength,” says Anne Fulton, CEO, Career Engagement Group. “Top performing organizations are developing a broad and diversified internal talent pool, which provides them with sufficient internal talent to meet strategic challenges.”

Career Engagement Benchmarking Research

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Are your Leaders Talent Trappers or Talent Builders?

Author: Anne Fulton, CEO, Fuel50 / Career Engagement Group

Here at Fuel50 we spend a lot of time talking about talent.  How to identify it, how to develop it, and most recently, how to leverage it.  Clearly, talent leverage is in integral part of HR efficiency, as it allows you to build employee bench strength, reduce recruitment costs and save on expensive consulting or outsourcing fees.

The problem is that you can't leverage talent if you don't know it's there.

A lively example of the powerful benefits of effective talent leverage is the Babylon episode of Mad Men television series. Set in the 1960's, the show sets us at a safe distance to comment on the disconnect that occurs when rigid power structures and the fixed job descriptions that often accompany them obscure your view of the talent you have on hand.

When the new employee Peggy Olsen arrives at the agency as a secretary, she does not cause too much of a stir. She is not among the most physically attractive of the office ladies, in a world in which looks appear to be the primary criteria for career progression. However, Peggy has hidden talents.