Global Head of Talent & Learning at Fortune 500 technology company with 55,000 employees worldwide
Aligned leaders on strategy and roll out plan for a new career development philosophy, messaging, and tools and resources
Developed content and launched internal website designed around the employee experience in four months
The Global Head of Talent & Learning at a Fortune 500 technology company had a new vision for career development. He wanted to encourage employees to grow their career within the company and offer tools and resources for managers and employees to have more effective career development conversations. Initially, he reached out to Blue Beyond to develop a toolkit for employees.
Around the same time, it was brought to light that another team had plans to launch an internal website focused on learning. Since learning is a big part of developing a career, we knew we needed to help the organization communicate and align on what they were both hoping to achieve and start working together toward a common goal.
After working with project managers through several iterations of a career and learning website, we unfortunately still ran into roadblocks that stemmed from siloed thinking, lack of alignment from leaders, and lack of access to key decision-makers. It was time for a new approach.
We designed and facilitated a two-day workshop with the goal of aligning leaders on a purpose, vision, and philosophy for learning and career development at the company. The entire Talent and Learning organization leadership team — which included leaders from around the world responsible for performance management, learning, employee communications, talent management and more — came together and were fully committed to getting this done.
The two-day workshop focused on creating a compelling and inspiring career development experience for employees.
With the workshop as our jumping off point, and all stakeholders fully engaged, we had the action plan, timeline, and momentum we needed. We collaborated with the leadership team and “tiger teams” within the Talent and Learning organization to create tools and resources. We held focus groups with people from all levels and locations around the globe to get feedback on the site architecture, messaging, and content. We also did a soft launch to all of HR to incorporate their feedback. Four months after the workshop, we launched the new career development website to global employees.
By engaging leaders in a focused process, we launched a thoughtfully planned website centered around the employee experience. We also partnered with the internal communications team to launch the site and roll out a communications strategy that included equipping managers with tools to support their employees in career development conversations.
The new career development and learning website is gaining attention from leaders outside of HR, including the CEO, who plans to share his career story on the site—a sure sign that people are paying attention! Employees are engaging with the offerings and learning new ways to grow their career within the company.
While many talent leaders may look first to a web developer for help with a new website, we believe in a more holistic approach. Bringing stakeholders together, designing with the employee experience in mind, and aligning on a strategy and philosophy everyone can get behind was key for this team. Leaders saw that this was bigger than HR and realized the impact it meant for the future of the company.