Challenge
The client—a digital transformation company—was experiencing an increase in attrition levels among its grade B employees. Grade B employees are the second of six different salary grades within the organization and account for the largest employee population across the business. According to feedback from these departing employees, the top reason for leaving was a “lack of career development.” The client was looking for a way to ensure that their investment in junior talent would bring future value to their business while avoiding the negative impact of high attrition rates.
The company partnered with GP Strategies to develop a career development program to help retain talent by providing grade B employees with the tools necessary to support career development and build skills for the business’s future needs. The client wanted a scalable solution at a low cost that addressed the feedback from those leaving and business impacts.
The primary objectives of the development program were to (a) offer active mentorship that would allow employees to reach their full potential and (b) provide employees with a clear development plan that helps them pursue career prospects within the organization.
Solution
GP Strategies designed a 3-month virtual program that provides employees with career-building skills, a career development plan, and a mentor who will guide them during their career journey. The program was developed in a fully virtual format to make content universally accessible due to Covid restrictions. Despite being a virtual program, it provided regular employee conversations and engagement opportunities using Microsoft Teams.
The program consists of five fully virtual modules and a 36-page interactive workbook. An external facilitator leads each module, which features six to thirty-six participants and lasts one to three and a half hours. GP incorporated the client’s employee development platform, Chronus, into the program to help promote mentorship relationships.
By providing participants with the tools needed to take control of their careers, the program successfully lowered the organization’s attrition rate. It continues to be used today and has been redesigned to incorporate feedback from participants, facilitators, managers, and mentors.
The course allowed me to understand where I was in my career and what direction I wanted to take. Evaluating my career was very valuable, and I would not be where I am today without taking this course. Thank you to all involved.
Results
- Participants rate the program 4.6/5.
- 100% of survey respondents said they would recommend the program to a colleague.
- By the end of the program, 88% of participants have begun building their career development plan.
- Almost 90% of participants say the program has helped them to articulate their career direction better.
- At the post-program check-in, 100% of attendees confirmed they have worked with, or are currently working with, a mentor.
