Internal career management programs build internal talent pipelines and improve employee engagement and retention
Helping employees understand and navigate career options and opportunities within your organization increases retention and organizational effectiveness as well as enhances your attractiveness as an employer.
If you are not attending to the internal career development path needs of your employees, consider that:
- 87% of millennials and 69% of others rate “professional or career growth and development opportunities” as important in a job. (Gallop, 2016)
- Retention is 3x higher when employees see opportunity for career growth. (CCI Consulting, 2018)
- Nine in 10 employees are open to new career opportunities and 67% might be actively seeking them right now. (LinkedIn, 2017)
CCI Consulting provides a variety of scalable and customizable approaches that help organizations encourage and support internal career development programs. As a leading full-service human capital management firm, we bring our extensive knowledge and practical expertise to develop and grow your workforce inside your organization rather than leaving their development up to chance or waiting until they leave to take advantage of opportunities for growth and development at another organization.
How CCI helps employers provide career development paths
We work with organizations to implement customized, internal career development programs that provide the structure, time, and resources for employees to engage in a reflective career exploration. Our career path planning offers employees the chance to make the right decisions to successfully achieve their goals.
When supporting our clients needs, our internal career development program includes:
- Group or Individual Programs that provide a forum for career exploration to help your workforce grow with the organization. Our career path planning programs can be designed to address the needs of those who are early, mid, or late-career. Content and approach is customized to align with organizational culture, goals, and internal resources
- Individual Career Coaching as it is ideal for the high potential employee and an outstanding retention tool. Clients find one-on-one coaching to be a valuable approach for helping employees identify their potential and effective exploration where they can best grow and maximize their contribution within the organization.
96% Satisfaction rate among leaders receiving coaching
94% Felt better equipped to be a leader as a result of coaching
97% Were able to build rapport, trust, and relationship with their coach
The Business Impact of Internal Career Development
Addressing and supporting your employees’ desire for ongoing growth and development creates an environment where employees demonstrate greater commitment to team and organizational goals and drive their own performance. They are also more likely to innovate, share what they know and coach others, exhibit stronger customer service, and maintain a positive outlook.
Ready to Drive Internal Mobility and Career Development for Your Organization?
At CCI Consulting, we’ve been helping our clients with internal career management services for over 30 years. Contact us today to discuss how we can help you design and implement a customized career management program for your organization.
A world class technology services organization was experiencing a leadership restructure in the Information Technology Group and had a critical need for combined talent management services. They retained CCI Consulting to conduct an executive search to identify and secure a progressive Information Technology Leader as well as provide Career Transition support to their outgoing IT leader. Within our client’s structure, the IT leader plays an instrumental role in optimizing the partnership of the IT Organization with the business. The client was seeking a dynamic and proven industry professional who would lead the planning and implementation of enterprise information systems, aligning and exploiting technology for the advantage of the organization to lead the digital age. The role needed a visionary who was grounded in state-of-the-art technology; a leader committed to collaborative relationships; a business partner who was passionate about creating pragmatic solutions; and a mentor and coach who inspires others to continually improve, create, and innovate.
After conducting a thorough intake session with the client that identified the experience, competencies, motivation, and cultural fit necessary for success, CCI mapped out a national search strategy. Our research initiative “mapped the market,” identifying companies of similar industry and complexity and individuals whose backgrounds closely aligned with the client’s specification. A comprehensive outreach campaign followed, which included marketing and networking the opportunity to engage the right candidates. We provided compelling information about the company and opportunity along with career management guidance. Seriously interested candidates were then carefully assessed against all factors for success to assure they met or exceeded our client’s need.
Through a collaborative partnership with our client and our internal team’s focused efforts, CCI successfully completed the search within the client’s aggressive hiring timeline. Within a six-week period, the initial slate of candidates was fully vetted and introduced to the client. The hired candidate was a candidate in this initial group. After successfully securing their IT leader, CCI was retained to attract and secure three additional leaders, (VP, Marketing; VP, Commercial Business; and VP, Litigation and Employment Law), all of which had successful outcomes.
A dynamic and growing private equity-owned, multi-site health services organization needed to identify the successor for a highly regarded, long-term member of the leadership team. Within their shared leadership culture, they needed a true strategic business partner to take a sophisticated approach to building organization leadership. The Chief Human Resources Officer needed to be capable of developing technical expertise in key areas of human resources; advancing HR programs and objectives that maximize the investment in employees; and aligning HR initiatives with the organization’s financial and operational goals. The role required a proven, insightful, collaborative, and empathic human resources leader committed to developing a high-performing and engaged workforce amongst the client’s nearly one thousand employees. The incumbent CHRO had provided a firm retirement date and our work needed to align with that established timeline.
CCI partnered with the senior leadership team to gain consensus on the targeted candidate profile, which included having either “first-chair” HR experience; or “second-chair” experience if they operated autonomously. While the client would have considered a promising, high-potential candidate, the challenges of the role required a proven leader who could step right in. Through a collaborative approach, it was agreed that the search would not only focus on the healthcare services sector but also other industry experience we felt was transferrable. We conducted a national search with primarily a local or regional focus. Candidates with a broad range of experience were identified and contacted. Through a comprehensive assessment process, we narrowed the candidate pool to not only the most qualified but also the most likely to thrive and succeed in the role and environment.
A shortlist of candidates was submitted within the anticipated six-week timeline and candidates moved through to final interviews. At the conclusion, there were reservations about candidate style and alignment with the private equity leadership team and additional candidates were desired. We proficiently delivered another full slate of candidates for consideration. Six were interviewed and two finalists emerged, making a tough decision for the client. The selected candidate accepted the offer which we had pre-closed. The start date was more than a month before the retirement date of the incumbent and a smooth transition of HR leadership occurred. The client was very pleased with both the outcome and the collaborative partnership we provided. The hired candidate provided 20 years of experience in varied industries, including the healthcare, hospitality, and services sectors, and had successful experience in entrepreneurial settings, which fit well with the private equity leadership team and organizational direction.