Developing a high-performing engaged workplace is changing from the hierarchial, reporting structure (with cross-functional teams as side projects) to viewing a company as a “talent network” where skills and experience are shared. You still have a job/role, but you help others across the business succeed. This is the cutting-edge strategy for talent management and development.
Example: Suppose you need a team to build/market a new global product/service? Can you just “borrow” the experts from other groups to help you accomplish this? Will their managers let them?
Companies such as Unilever (check out their press release) have designed cutting-edge systems (such as InnerMobility by Gloat) for employees to market themselves and see internal opportunities. Studies show it’s much easier for employees to find a new job than new opportunities internally.
“Unilever encourages its teams to create capability through lifelong learning, encouraging people to never stop growing. By accessing the platform, Unilever employees can work on projects for a small or large proportion of time, increase the depth of their expertise of a current skill or build new skills and experiences. Through the power of AI, people are suggested opportunities that match their profile and aspirations, and at the same time, giving full visibility to all opportunities available globally across all areas of the business, ultimately democratising and giving transparency to the way the company develops talent.” (Read more here)
1) Increase retention and engagement
2) Create growth opportunities by increasing their skill sets through new experiences
3) Help others succeed, increase competitiveness and drive key company metrics
4) Increase employee connectedness and belonging (which all goes to employee experience)
5) Increase a new breed of leaders
6) Truly leverage teamwork company-wide
It also solves the problem of having to promote employees. In this model, you reward employees by their skills, problem-solving and successes.