A Blessing in Disguise?

When deployed appropriately, AI has the potential to transform onboarding into a smooth, interactive, and personalised experience.

• Personalisation at scale: AI can tailor training into bite-sized, manageable modules aligned to specific roles and learning preferences.
• Consistency across sites: For multi-location organisations, AI ensures that key messages are delivered uniformly, reducing the risk of things being lost in translation.
• 24/7 accessibility: Chatbots can handle straightforward FAQs, while virtual office tours and health & safety briefings can be accessed anytime, anywhere. This is particularly valuable for flexible or remote workers.
• Efficiency: The automation or digitalisation of repetitive administrative tasks frees up managers to focus on building genuine connections with new employees.
• Data-driven insights: AI can collate onboarding data, anticipate training needs, and highlight emerging trends and provide real-time monitoring of progress and engagement.

According to McKinsey’s HR Monitor 2025, the UK is leading the way in AI-enabled HR services, with 40% of organisations surveyed using shared HR platforms – the highest adoption rate in Europe. This signals a clear appetite for innovation in the employee experience.

The Poisoned Chalice?

Yet, with opportunity comes risk. The danger lies in allowing automation to dominate at the expense of empathy, trust, and human judgement.

Over-reliance on AI can undermine the very human connection that onboarding is designed to foster.

Striking the Balance

AI in onboarding is neither wholly a blessing nor entirely a curse. It is a powerful, but imperfect tool. The real advantage lies in using it to reduce administrative burdens, enabling managers to focus on meaningful work and human connection from day one.

The challenge for HR leaders is to strike the right balance: using AI to enhance efficiency and personalisation, while safeguarding against over-automation, bias, and privacy risks.

As AI continues to develop, people professionals must remain vigilant. The goal is not to replace human connection but to augment it. By blending the efficiency of AI with the empathy of human interaction, organisations can create onboarding experiences that drive engagement, performance, and retention and ensure that technology serves people, not the other way around.

Contact us at hello@h2h.uk for an informal chat about how we can help to augment your employee onboarding experience or download our free report – From Onboarding to Retirement here.

The post Onboarding with AI – Human Touch or Tech Trap? appeared first on h2h.

A recent study by LinkedIn and Microsoft which found that in 2025 even more people want to quit their jobs than did in 2021. The survey of 31,000 individuals across 31 countries has found that 46% of employees want to leave their jobs in the year ahead – more than the 40% in 2021. A further study undertaken by Universum identifies that 36% of highly skilled professionals in Europe are considering changing employers in 2025. Whilst various other sources are also indicating that those most likely to make the move are Millennials and Generation Z – the latter of which now make up over 27^% of the workforce in the UK.

So, what is driving this? There are of course a number of causes and trends but some of these are quite different from the ones at play in 2021. They include:

• The trend for employers requiring the workforce to be based in their place of work rather than working remotely or flexibly
• A lack of investment and/or reduced offering around training and development
• Limited career advancement opportunities and pathways
• Compensation concerns and reduction in salary increases and accompanying benefits
• Shifting workplace priorities that are often out of balance with individual needs for flexibility and work-life balance.

If you consider the main motivation and engagement factors at work for many millennial and gen Z employees, then many of the above are high in priority. Given that these age groups are projected to make up roughly two-thirds of the workforce within the next few years (Deloitte)  – what can be done to change the narrative and find a long -lasting solution?

UK based organisations are currently having to cope with the implications around minimum wage and NI contributions as well as changes to international tariffs. These are of course having a far-reaching impact on how business’s operate. However, you can try to monitor these trends and find solutions to improve retention and hold on to your employees if you can:

1. Re-enforce and promote the flexible working policies that do exist to ensure employees and prospective ones are aware of them. Evaluate the impact of different approaches so that the ones that work best are retained and benchmark what you are doing against competitors in order to stay informed of marketplace trends.
2. Develop line management capability and flexibility so leaders are agile and know how to get the best out of their teams. Provide clarity around flexible working and give managers some autonomy within their role to enact this as they know their people best.
3. Invest in focused career development. Developing clear career pathways can help with this, as can dedicated upskilling and technical/leadership development programmes that have a clear alignment with on-the-job activity.
4. Develop a creative and well promoted training and L & D offering. There are many different development approaches that can happen directly in the workplace and have limited upfront costs. These include mentoring schemes, shadowing, project opportunities, secondments and the use of subject matter experts.
5. Promote the employee offer. Ensure current and potential employees are clear on what is on offer to them in terms of wellbeing, flexibility, development and career growth.

If this blog resonates with you and you would like to find out more about potential solutions to The Next Great Resignation. Then take a look at the following pages of our website and explore how you can encourage your employees to stay through developing your line management capability, career development toolkits and increased training and development opportunities or contact us at enquiries@h2h.uk.com for an informal conversation.

The post The Next Great Resignation: Causes, Trends, and Solutions by h2h Lead Consultant Robbie Lightfoot appeared first on h2h.

A mentor can provide insights, constructive feedback, and encouragement to foster your growth, irrespective of whether you’re embarking on a career change, taking on a leadership role or just striving to be as successful as you can be in your current role. If you haven’t already, then now is the perfect time to find a mentor.

Here’s my top 5 reasons why finding a mentor in 2025 should be a priority:

1. Learn from their experience: 
   Choosing the right mentor is crucial. Ideally you are looking for someone who has a background that you feel you can learn from. This doesn’t necessarily mean they have to work in the same role or sector as you. Choosing someone who has strengths in areas you want to develop is a good place to start.
2. Have access to a constructively critical sounding board:
   A successful mentorship partnership is based on trust, honesty, and transparency. Mentors can give you unbiased and constructive feedback. This can help you broaden your perspective on situations & look at new ways to approach challenges or opportunities. Their positive reinforcement can also help you maintain a positive mindset, even when facing significant challenges.
3. Accelerate your personal growth: 
   Mentors want to help you grow & thrive. In your conversations they will spend time getting top know you & what you want out of your working life. Their personalised (& objective) support and challenge can help you build knowledge, skills and experience much quicker than trying to do it alone.
4. Get help with goal setting:
   A mentor can be a great aid for anyone who is struggling to set and or achieve goals. They can support with setting challenging, yet attainable, goals, and help hold you accountable, ensuring you stay on track and maintain motivation. 
   
5. Build your connections:
   Mentors can connect you to their own networks with mentees, introducing you to other professional contacts who could positively impact your opportunities and experiences in the present or future.

The benefits of mentorship are immense, from expanding your knowledge to gaining a fresh perspective on your potential. Finding the right mentor can be a game-changer in both your personal and professional life. As we step into 2025, make mentorship a priority and take the initiative to seek out someone who can guide, support, and challenge you. The right mentor can be the catalyst for unlocking your full potential.

The post “Everyone Needs a Mentor” and why you should find one by h2h Lead Consultant, Caroline Forman appeared first on h2h.

For me, the idea of retirement couldn’t be further from this description. Instead of withdrawal or retreat, I hope, when I get there, to be able to see this next chapter in my life as a time of exploration, connection, and growth. I would like to be able to take advantage of multiple opportunities when I have more time and to make the most of the years I’ve worked so hard to earn.  I think that we are living in an age where retirement is being redefined. People are living and working longer, advances in healthcare and improved lifestyle choices mean many of us can look forward to active and purposeful post-work lives. For those retiring in their late 60’s, the years ahead could hold over a decade of new and meaningful experiences -the (ONS) 2024 data shows that the average life expectancy in the UK is 78.5 years for men and 82.5 for women. That’s plenty of time to explore, contribute, and create. Retirement today doesn’t have to be about fading into the background but more about stepping into a new role in your life, one where you are in control of the narrative.

Purposeful planning

When it comes to retirement planning for the vast majority of people their first thoughts will of course turn to financial stability. After all, ensuring a steady income through pensions, investments, or savings is critical. Financial planning allows us to cover the basic; housing, healthcare, and day-to-day expenses and creates a foundation for the kind of retirement we envision. But financial readiness is only one piece of the puzzle. How many of us are sitting down and purposefully planning just exactly what we want to do with all this time?   Will you travel? Volunteer? Pursue hobbies? Spend time with family? A purposeful retirement plan goes beyond finances; it’s about designing a life you’ll wake up still excited to live.

Going from the daily commute and rhythm of a full-time job to having almost total freedom to how you structure your day will take some adjusting to and needs care and consideration. You may be thinking about:

1. Community and Contribution
   Volunteering, mentoring, or participating in local organizations can provide a sense of purpose and belonging.
2. Travel and Exploration
   Whether it’s ticking off a bucket list of destinations or simply exploring your local area, travel broadens your horizons and keeps life exciting.
3. Learning and Growth
   Retirement doesn’t mean the end of learning. It’s a chance to take up a new skill, attend workshops, or join a class.
4. Health and Wellness
   Staying physically active and maintaining good health are key to enjoying retirement. Activities like yoga, walking, swimming, or dancing will improve both your physical and mental health.
5. Hobbies and Passions
   Retirement offers the gift of time to focus on passions you may have put on hold during your working years. The possibilities here are endless.
6. Relationships and Social Connections
   Investing in relationships with family and friends keeps retirement vibrant. Regular get-togethers with loved ones and meeting new people can enrich your life.

As people become more intentional about their retirement we will, I think, see a shift from viewing it as the end of something to embracing it as the beginning of something extraordinary. We definitely need to be asking ourselves quite early on and well before our last day of paid employment:

• What do I want to accomplish in retirement?
• How do I want to feel each day?
• Who do I want to spend my time with?

By answering these questions and building a plan around them, you can craft a retirement that aligns with your dreams and values.In summary, I refuse to believe that retirement is about stepping back and prefer to see it as stepping forward, or maybe sideways,  into a new phase of life. With thoughtful planning and a clear vision, it can be a time of joy, connection, and fulfillment. Whenever it feels right it is definitely worth taking the time to start to create a road map for a retirement that’s not just financially secure but also emotionally rich and meaningful.

If you would like to speak to one of expert coaches about career development, strategies to exit a business and/or retirement planning, then please contact us at enquiries@h2h.uk.com

The post Retirement – What’s Your Plan? by Sarah Tiffany appeared first on h2h.

This means that procrastination is most definitely not laziness, which a critical inner voice might be suggesting. There is something more complex going on.

At its core, procrastination as a coping strategy is a means of emotional regulation. When confronted with a challenging or uncomfortable task, we may feel overwhelmed by the perceived difficulty or the pressure to succeed. Rather than face these emotions head-on, we put off the task, temporarily alleviating our stress. This avoidance provides short-term relief, but often results in increased anxiety and a sense of guilt as deadlines approach. The cycle becomes self-perpetuating, as the more we procrastinate, the greater the pressure becomes, further reinforcing the tendency to delay.

We procrastinate when we:

• When we can’t see the first step.
• When we have too much to do and are overwhelmed.
• When we are feeling tired or foggy.
• When we don’t understand what we have to do.
• When our inner voice says only a perfect outcome will do.
• When we are afraid of getting it wrong.
• When we need a different kind of instant gratification.

By postponing tasks, we create a safe space between ourselves and the possibility of not meeting high expectations, whether these are imposed by us or others. protects our self-worth, as the logic is: if I don’t try my best—or don’t try at all—I cannot be judged or criticised, either by myself or by others. Those with a loud inner critic will already be able to see the flaw in this logic!

While this avoidance provides emotional relief in the moment, it undermines long-term productivity and well-being. Rather than protecting our self-worth, chronic procrastination can erode self-confidence and lead to stress, poor performance, and missed opportunities. Over time, the emotional toll of procrastination far outweighs the short-lived comfort it provides.

Recognising when we are using procrastination as a coping mechanism is the first step toward managing it.

Effective strategies include:

• breaking tasks into smaller, manageable steps
• taking a mindful break
• taking a step back to look at priorities
• defining the minimum viable outcome for what you need to do
• setting yourself bronze, silver and gold desired outcomes
• allowing yourself to procrastinate for a short, specific amount of time

Challenging perfectionistic tendencies with some practical actions, and practicing self-compassion can help shift the pattern. By focusing on progress rather than perfection allows us to gradually confront the underlying emotions that trigger procrastination and help us to cope with stress and improve our overall productivity.

So, while procrastination may seem like an act of laziness, it often masks deeper emotional struggles. Understanding and addressing what is behind it is key to breaking the cycle, as well as having pre-defined options to manage things when we notice we are slipping into procrastination.

If you would like to find out more about how h2h can help you develop a portfolio of professional skills training and workshops, contact us at enquiries@h2h.uk.com

The post Procrastination as a coping mechanism by Caryn Douglas appeared first on h2h.

There are lots of different mindsets that are written about but one which can steer and support us in our work and careers is the growth mindset.  A growth mindset, as conceived by Stanford psychologist Carol Dweck and colleagues, is “the belief that a person’s capacities and talents can be improved over time”. This is opposed to a fixed mindset where the belief is that you are born with a certain amount of talent and ability, and you can’t really change it that much.

Developing a growth mindset can also help us with life in general. If we are continually learning and developing as a person in different aspects of our life, we are more likely to be open to some of the everyday challenges that come our way and potentially better equipped to deal with them. Considering events that happen as an opportunity for learning can also help us have a more purposeful and meaningful life as there is always something new to learn.

Studies have identified that due to human nature and conditioning some individuals find it easier to develop and utilise a growth mindset than others, but we are all capable of working towards one. If we even believe that the concept is possible then we will have already started along the path to developing one.

So, what can we do to work on developing our own growth mindset. Here are our top 10 tips that may help: –

1. See failure as a learning opportunity
   Instead of seeing mistakes or failures as negative outcomes, embrace them as essential steps toward learning and improvement.
2. Be willing to try different approaches
   If something isn’t working, experiment with new solutions rather than giving up. This mindset encourages creativity and resilience.
3. View obstacles as challenges
   Shift your perspective on difficulties, seeing them as opportunities to grow rather than insurmountable problems.
4. Step outside your comfort zone
   Growth doesn’t happen in comfort. Be willing to challenge yourself and try new things, even if they make you uncomfortable.
5. Stay curious
   Instead of judging or dismissing an event, ask why it happened. This curiosity will lead you to learn new things about the world and yourself.
6. Give it one more try
   If you’re considering giving up, try one more time. You might surprise yourself with what you can achieve through persistence.
7. Replace “but” with “and”
   This simple linguistic shift can change your mindset. For example, instead of saying, “I want to go to the gym but I have work to do,” say, “I have work to do, and I want to go to the gym.” This removes the sense of contradiction and opens up possibilities.
8. Reframe negative thoughts
   When faced with a negative thought, try to turn it into something positive or constructive. For example, change “I’ll never understand this” into “I need more time to figure this out.”
9. Focus on potential benefits
   Instead of worrying about what could go wrong, focus on what might go right. Visualizing success helps reinforce positive outcomes.
10. Work on things that bring you joy
    Finally, pursue interests and activities that you genuinely enjoy and are passionate about. This will keep you motivated to improve and grow over time.

The power of the growth mindset lies in its ability to change how we see challenges, failure, and learning. By adopting the belief that we can improve our skills and abilities over time, we become better equipped to face life’s challenges and continuously evolve. Start applying these growth mindset strategies today and unlock your potential for long-term success and fulfillment.

Do you follow us on LinkedIn? For more tips, news and industry updates, follow us at www.linkedin.com/company/h2h-ltd  

The post Embracing a growth mindset: Unlocking career success and personal growth by h2h Lead Consultant, Robbie Lightfoot appeared first on h2h.

In the challenging world of career transitions, whether due to redundancy, restructuring, or a change in personal direction, resilience is one of the most critical skills to master. As a career and outplacement coach, I am deeply influenced by the work of Jenny Campbell and in particular her insights on resilience at The Resilience Engine. One of the most profound elements of Campbell’s approach is that resilience is not about being unshakable or simply enduring stress. Instead, it’s about embracing our capacity for change and adapting to new realities.

Formula

Personal Resilience: Mindset + Pacing & Perspective + Purpose

Resilience: A Capacity for Change

One of the foundations of Campbell’s approach is that resilience is not synonymous with toughness or avoidance of stress. Rather, it is our ability to adapt to and accept change that truly measures our resilience.

In my role, this shift in mindset is crucial, especially for individuals dealing with unexpected changes like job loss. When your role is suddenly no longer part of an organisational structure, the ability to quickly recognise the impact of that change and embrace it becomes essential. Transitioning into the job market after a redundancy can be disorienting. At these times, resilience isn’t about pushing harder or denying the feelings of uncertainty and loss. Instead, it’s about cultivating a mindset that allows you to adapt, strategize, and move forward with purpose.

Jenny Campbell’s formula for resilience, above, has been transformative not just in my personal approach, but also in how I coach my clients.  Each of these elements is critical, and they become even more valuable when resilience is running low during a job search. In coaching sessions, I consistently review this formula with my clients to help them understand where they might be struggling and how to strengthen their resilience.

Mindset: It’s all too easy to fall into negative thinking when faced with a series of job applications that yield no responses. Job search fatigue can wear down even the most positive individual. This frustration can stem from various factors – AI systems sifting through CVs, an overload of applicants, or internal candidates being preferred. While these elements are often out of your control, maintaining a strong mindset is crucial.

In fact, one of my recent clients shared some wonderful feedback. He had been struggling to see how his skill set could apply outside of his current industry, and this lack of roles in his area was fuelling his anxiety. By working together, we identified not just his current strengths, but his potential skills—those capabilities he hadn’t fully explored yet in his career. Shifting his perspective allowed him to expand his job search into areas he hadn’t previously considered, leading to an increase in interview requests and a much-needed boost in his enthusiasm and energy.

Pacing and Perspective: This part of Campbell’s equation is just as important. Job seekers often feel a sense of guilt if they step away from the hunt to recharge, especially if they are under pressure to find work quickly. However, maintaining your energy and preventing burnout is crucial to your long-term success. I encourage my clients to balance their time, incorporating activities that restore their energy and offer a fresh perspective.

Purpose: Finally, we discuss purpose, a key driver in maintaining resilience during job transitions. Without a sense of purpose, it’s easy to feel lost. For some, purpose is tied directly to their career, while for others, it can be found in personal pursuits, relationships, or community involvement. Helping clients reconnect with their purpose often allows them to see the path through the uncertainty and the stress of change.

If you or a member of your team are currently finding it difficult to maintain a positive mindset through the job search process, I encourage you to reflect on this approach: mindset, pacing & perspective, and purpose and reach out to h2h for support during redundancy and or internal career moves. We can help you dive deeper into how to leverage these concepts to build your resilience and transform your career path.

Contact us at enquiries@h2h.uk.com or www.h2h.uk.com to start the conversation and map out a plan that sets you on the path to success, no matter what the obstacles.

For outplacement support                        newleaf

For career planning support                    passport2progress

The post Building A Resilient Mindset In The Challenging World Of Career Transitions by Caroline Forman, h2h Lead Consultant appeared first on h2h.

Some people think that investing this time is self indulgent and detracts from getting on with your day-to-day job, but nothing could be further from the truth. Taking a small amount of time now can result in a much more successful career in the long run and can actually improve your overall wellbeing.

The NHS commissioned research exploring the correlation between work and wellness and found that factors we attribute to being in work lead to better health and wellbeing. Put simply, people who are in work tend to be happier and healthier than those who are out of work. And when you consider that we spend more time in work than anywhere else – and the fact that we are retiring later in life – it becomes even more vital to find a fulfilling career.

Here are four steps to get you started:

1. Play to your strengths. Firstly, look at your strengths – reflect on what you do well and make sure you are targeting your role profile to play to these strengths. Ask people around you for input on this and look back at your resume to identify patterns in roles where you performed well.
2. Do what you love. What do you enjoy? Think about the activities that bring you joy within work and in your personal life – is there a pattern, or is there a way to bring some of your personal interests into your career?
3. Reflect. Look at your career history so far. Over our working life, we’ll have an average of 11 jobs and four careers. If you’re midway through your journey, reflect on what patterns have formed so far and whether you want to continue in this direction. If not, it’s never too late to change tack – consider what expertise you’ve built so far and how this could shape your next move.
4. Apply with purpose. Applying for a job takes a huge amount of time, particularly if it’s done right. Rather than casting your net as wide as possible, be intentional and selective about the roles you apply for, which is far easier once you’ve taken the time to establish your true north. By identifying your purpose and focussing on that alone, you’ll have fewer options and can therefore spend more time putting a stronger application together, giving you a better chance of success.

Finding your true north is not a ‘nice to have’; it needs to be done. By carving out some time this September to identify your purpose and career goals, you’ll stand a much better chance of finding a career that plays to your strengths. It will be less stressful because you’ll be doing what you’re good at and what you enjoy. And by ruling out other options, you’ll be living without regrets, achieving better performance and ultimately enjoying a happier and more fulfilled life.

If you need some help identifying your career goals, or to explore our online career coaching toolkit Passport2Progress, get in touch with one of our experts today.

The post 4 steps to finding your ‘true north’ by Susan Binnersley, founder and MD, h2h appeared first on h2h.

It is relatively easy to make changes because YOU are in control of your career if you choose to be. It does require some forethought, care, specific intent and exactness in order to get the best results, but it is so worth the effort and you’ll wonder why you didn’t take the plunge sooner. So, take some time for yourself and:

1. Invest in making some assertive choices about your career.

Firstly, take some time to think about and find your true north – explore what you really want to do. Just by doing this you are much more likely to find your passion and secure your dream job.

2. Know your strengths and play to them for strong sustained performance.

When we are doing work that aligns with our true strengths we are in the flow, Mihaly Csikszentmihalyi’s research demonstrates how we lose sense of time and are energised by the work. If you do something well naturally, you are more likely to enjoy it and therefore more likely to do it for longer and be more successful at it.

You might also like to think about your potentials – those things that could become strengths if you gave them the time and attention to practice.

3. Consider how you weave your whole life into your career scenarios.

Research shows that on average we spend our time as follows:

36% working and commuting.

28% sleeping

24% leisure

12% unpaid tasks

Build this into your thought processes and think about your current commitments as well as how you spend time outside work to order to achieve the life balance that is right for you.

4. Deliver, build and transmit an indisputable track record.

Build up a track record of tangible achievements that make a real difference in the workplace. Ensure these are known, visible and traceable.

Prioritise value adding work and don’t get lost in emails/notifications in your inbox or back-to-back meetings. Stop confusing activity with productivity.

5. Identify and manage your key stakeholders.

Think about and acknowledge who cares about you and your career.  There are probably more people than you think. Alongside family and friends there will be trusted colleagues, mentors (both formal and informal) and HR/Talent teams. They will all be prepared to support you and give advice as you navigate your career pathway.

6. Know how to navigate your internal talent marketplace.

In a recent survey by Gartner (2021) people cited the following reasons for NOT applying for an internal post:

83% did not feel encouraged to do so

71% were unclear on how to apply

49% not aware of internal vacancies

It definitely worth looking internally for positions before you look externally. Your current employer is more likely to invest in you and take a risk than an external employer. Find out how and where positions within your organisation are advertised and how to apply for them.

7. Seize unexpected opportunities.

Be brave when unexpected opportunities arise. Don’t be afraid to say yes and explore a sideways move, a new connection or a new project. It will widen your network, broaden your horizons and enable access to different roles and experiences.

8. Consider and evolve your personal brand.

What is your value proposition? How do people describe you when you are not there? Define your what you would like this to be and take steps to understand, build, embody and communicate your personal brand. You will perhaps need to readjust these as you continue to grow and develop. It is also vital that you know what your socials say about you and to manage them effectively.

9. Careers are not linear, don’t expect a consistent upward trajectory – be ready to make sideways moves.

Organisations are flatter and less hierarchical than they have previously been. Realistically we can no longer expect every role change to be a promotion or a step up on the career ladder. Be open to other possibilities that develop your skill set in different ways.

10. Be ready for a career that has not yet been invented.

Over the past 25 years so many jobs have disappeared as they are no longer relevant e.g.: switchboard operator, film projectionist. Equally many new jobs that we had not heard of 10 years ago are now amongst the most popular – social media manager, data scientists, app developer, drone pilot etc.

In your ongoing career development make sure that you effectively demonstrate your learning agility and keep an open mind so that you are well-positioned and ready to apply for the next new career.

Henry Ford said, ‘Whether you think you can, or whether you think you can’t – you are probably right’. Setting some time aside to work through the steps above, to invest in you and explore where you can find the most fulfilment and enjoyment at work could be the best thing that you ever do for your career. It will help you to envisage what it looks like and begin to think and believe that yes you actually can!

If you would like more information on how to invest in your career, take a look at www.h2h.uk.com or contact us about our online career development toolkit at enquiries@h2h.uk.com

The post Proactively Managing Your Career – Our Top 10 Recommendations appeared first on h2h.

The first question that we need to consider is why don’t people pursue career opportunities within their current organisation?

A recent survey by Gartner (2021) found that the most common reasons people cited for NOT applying for an internal post were:

• 83% did not feel encouraged by their organisation to pursue an internal role
• 80% did not feel supported by their team to explore internal opportunities.
• 71% were unclear on how to apply for an internal position
• 49% not aware of internal vacancies

If this is the case within your business, the first practical task is to make sure that employees know where to find out about any current vacancies that you have and make sure they know how to go about applying for them. The other issues are a little trickier to unpick as they involve tackling employees’ perceptions, or perhaps misconceptions, about an organisations’ attitude towards the pursuit of internal roles.

In order to address this, we need to ask our second question – why don’t effective and ongoing career conversations happen within the business and why are these conversations important?

There are no doubt many possible answers to the first part of this question – why don’t effective career conversations take place?  The answers may be practical and also cultural, and may include:

• Lack of time
• Lack of skill in conducting these types of conversation
• Fear that it will encourage people to leave the organisation and look for an external role
• Failure to recognise the importance of career conversations and/or trying to include them within a performance review

The second part of this question – why are these conversations important ? There is enough material here for a completely separate blog but in essence – effective career conversations:

• Stimulate a learning and development culture
• Increase both productivity and employee engagement
• Future-proof the organisation and upskill the workforce
• Improve employee retention
• Encourage better working relationships between managers and direct reports
• Enable employees take ownership of their career and professional development

Do we need to go on?

Our third and final question then is what we can do to improve the quality of or career planning conversations?

In our experience the standard Personal Development Planning Conversation just is not cutting it.  They tend to be very near term focussed in terms of development to achieve specific goals. This is of course necessary, however, the conversation about longer term aspirations tends to be unstructured, woolly and seen all too often through the lens of one organisational function.

Career planning conversations need specific and different support to that offered in a generic coaching programme or a typical PDP conversation. These are:

• The need to establish a mindset that is positioned for personal change and the resourcefulness to manage themselves through this
• The need for tools and resources to stimulate thinking and arrive at decisions about what is truly important to us
• The need for challenge and / or reality checking around these decisions / choices
• The identification of systemic processes and practices that actually get in the way of the amazing career transition opportunities that major companies have to offer

If this blog has given you some food for thought and you would like to explore this further, please don’t hesitate to contact us on 01347 879056 or at enquiries@h2h.uk.com for more information or to have an informal conversation about our Internal Careers Transition support.

The post Why are effective career conversations so important right now and why do they not always hit the right spot? appeared first on h2h.