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𝗚𝗿𝗼𝘄𝘁𝗵 𝗢𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝗶𝗻 𝘁𝗵𝗲 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲: 𝗔𝗿𝗲 𝗬𝗼𝘂 𝗣𝗿𝗼𝘃𝗶𝗱𝗶𝗻𝗴 𝗘𝗻𝗼𝘂𝗴𝗵? What growth opportunities do you offer your staff? Studies show that development plays a key role in boosting engagement and retaining talent. In fact, companies with strong development programs see 34% higher employee retention and 70% of employees say they are more engaged when they have opportunities to grow. But what does growth really look like, and what’s realistic? While promotions to senior positions are one path, they often provide only a short-term solution. We regularly hear from our clients that their teams want to know, “What’s next? How can I continue to learn and develop?” Young and early career professionals are seeking clear growth pathways that go beyond titles. Do you offer your staff a roadmap for continuous learning? If not, now is the time to start. Growth doesn’t always mean climbing the career ladder. It can be holistic—offering new experiences, expanding skill sets, and exploring different areas of the business. Remember, 93% of employees say they would stay longer at a company that invests in their careers. Are you ready to support your team’s growth journey? Why not tap into our Workforce Development Strategists to support your organisation, contact [email protected] #talentdevelopment, #leadership, #growthanddevelopment

Supporting holistic growth through new experiences and skill-building not only empowers your staff but also strengthens the future of your organisation.

𝗘𝗮𝗿𝗹𝘆-𝗰𝗮𝗿𝗲𝗲𝗿 𝗽𝗿𝗼𝗴𝗿𝗮𝗺𝘀 𝗺𝗮𝗸𝗲 𝗮𝗻 𝘂𝗻𝗱𝗲𝗻𝗶𝗮𝗯𝗹𝗲 𝗶𝗺𝗽𝗮𝗰𝘁. Impact that leadership can’t ignore. But too often, I hear the same thing. 𝗧𝗲𝗮𝗺𝘀 𝘀𝘁𝗿𝘂𝗴𝗴𝗹𝗲 𝘁𝗼 𝗴𝗲𝘁 𝗯𝘂𝗱𝗴𝗲𝘁 𝗮𝗽𝗽𝗿𝗼𝘃𝗮𝗹 𝗳𝗼𝗿 𝗻𝗲𝘄 𝘁𝗼𝗼𝗹𝘀. Why? Simply because their selling point is automation. Truth is, automation alone typically is not enough to get budget. 𝗦𝗵𝗼𝘄 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗵𝗼𝘄 𝘁𝗵𝗲 𝘁𝗶𝗺𝗲 𝘀𝗮𝘃𝗲𝗱 𝗯𝗿𝗶𝗻𝗴𝘀 𝗿𝗲𝗮𝗹 𝗿𝗲𝘀𝘂𝗹𝘁𝘀: - Increased retention. - Higher intern conversion rates. - A stronger employer brand that drives referrals. Don’t forget the numbers. 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝘄𝗮𝗻𝘁 𝘁𝗼 𝘀𝗲𝗲 𝗰𝗹𝗲𝗮𝗿, 𝗺𝗲𝗮𝘀𝘂𝗿𝗮𝗯𝗹𝗲 𝗼𝘂𝘁𝗰𝗼𝗺𝗲𝘀. Tie your efforts back to the metrics that matter to them: - NPS - cost per hire - retention rates Remember, it’s not just about getting things done faster. Your early-career programs should be seen as an investment. Not a budget line expense. Ensure leadership gets the message loud and clear. 💪 #EarlyCareerPrograms #TalentAcquisition #Leadership #Hiring #HR #Onboarding #TalentStrategy #EmployeeEngagement #Abode

𝐏𝐫𝐞𝐩𝐚𝐫𝐢𝐧𝐠 𝐟𝐨𝐫 𝐓𝐮𝐫𝐧𝐨𝐯𝐞𝐫: 𝐁𝐮𝐢𝐥𝐝 𝐚 𝐒𝐭𝐫𝐨𝐧𝐠𝐞𝐫 𝐓𝐞𝐚𝐦 𝐁𝐞𝐟𝐨𝐫𝐞 𝐈𝐭 𝐇𝐚𝐩𝐩𝐞𝐧𝐬 Now that we are on the homestretch of the year - Happy Advent, everyone 🎄- many leaders are beginning to look at 2025 more operationally, rather than just strategically. And many face a common reality: some team members may move on after bonuses are paid. In some cases, the people in your commercial that have built the strategies for 2025 just weeks and months ago will start looking for greener pastures elsewhere. It’s a natural cycle, but it doesn’t have to catch you off guard. 𝑇𝑢𝑟𝑛𝑜𝑣𝑒𝑟 𝑐𝑎𝑛 𝑏𝑒 𝑎𝑛 𝑜𝑝𝑝𝑜𝑟𝑡𝑢𝑛𝑖𝑡𝑦—𝑖𝑓 𝑦𝑜𝑢’𝑟𝑒 𝑝𝑟𝑒𝑝𝑎𝑟𝑒𝑑. Here are 3 steps you can take now to build a stronger, more resilient team before anyone leaves: 𝟏. 𝐑𝐞𝐟𝐥𝐞𝐜𝐭 𝐚𝐧𝐝 𝐑𝐞𝐬𝐞𝐭: Take a step back and evaluate your current team. Are there skill gaps? What kind of mindset and qualities do you need for the future? Clarity now will help you hire with purpose when the time comes. 𝟐. 𝐂𝐨𝐧𝐬𝐭𝐚𝐧𝐭𝐥𝐲 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰: Don’t wait for a resignation to start building your network. Actively connect with potential candidates who align with your culture and vision. Get to know them before there’s a vacancy—it makes hiring easier and more thoughtful. 𝟑. 𝐒𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐞𝐧 𝐘𝐨𝐮𝐫 𝐂𝐮𝐥𝐭𝐮𝐫𝐞: People leave for many reasons, but a strong, engaging culture can make them think twice. Foster open communication, show appreciation, and create opportunities for growth. A great culture isn’t just about retaining—it also attracts top talent. Turnover is inevitable, but preparation is powerful. Anticipate change, act now, and turn it into an opportunity to build a better team. How are you preparing your team for the year ahead? Share your strategies below! #Leadership #TeamBuilding #HospitalityStrategy #CommercialTeams #TurnoverOpportunity

When was the last time you truly invested in yourself as a TA or HR leader? You spend your days opening doors for others—now it’s time to open one for yourself. 𝗪𝗲𝗹𝗰𝗼𝗺𝗲 𝘁𝗼 𝗱𝗮𝘆 𝟱 𝗼𝗳 𝘁𝗵𝗲 "𝟭𝟮 𝗗𝗮𝘆𝘀 𝗼𝗳 𝗘𝘃𝗼𝗹𝘃𝗲!" In 2025 and beyond, leadership demands more than just skill. It calls for unwavering clarity, authentic connection, and a fire that keeps you pushing forward. Reclaim Your “Why” Close your eyes and remember the reason you chose a path in TA/HR. Maybe it was your love for helping people find their professional home, or your passion for shaping inclusive workplaces that empower everyone. By reconnecting with your “why,” you bring deeper meaning and purpose back into your career. EVOLVE is more than a conference; it’s a transformative experience to help you align with your purpose, nurture your well-being, and sharpen your professional brand. Step into a space built for renewal, where your insights matter, your growth is celebrated, and your passion is reignited. Join us in Atlanta and rediscover the spark that set you on this career path. It’s time to invest in you, your vision, and the future you’re building—one hire, one leader, and one team at a time.” Join the EVOLVE Experience along with other professionals from top organizations like Google, Delta, Home Depot, Wellstar Health System, and more! Get your seat now - https://lnkd.in/eAP9hjx3 -- #careerdevelopment #talentaquisition #humanresources

Do you know what your options are for #careergrowth? There are paths to for people managers and individual contributors to attain growth in responsibility, compensation and accountability. If you're looking to explore and understand your options we can help. Book a free consultation at Allora Collective.com #careergrowth #promotions #careerdevelopment #careerpivot #careertransition #peoplemanager #leadership #individualcontributor Chez Jennings Rachel Meda

Career growth has evolved over the years and there are career paths available now at the leadership level, comparable in compensation to people managers but designed for individual contributors. Historically, vertical growth and promotions required people management and were the only path to salary increases, and the power and respect associated with the image of career success but things have changed. Leadership paths for individual contributors have been created in many organizations offering titles including Principal, Distinguished, Staff, Fellow, and more. Companies differ in their definitions of the scope of these roles and the requirements to hold them but these options are worth considering. There is also the option to transition from one to the other when you can demonstrate the required competencies. In most cases, these leadership-level individual contributors do not manage people directly and are not responsible for traditional performance reviews. These leaders deliver valuable company-wide impact in different ways. They informally help others around them rise, lead by example, mentor and influence the growth of talent in the organization. In some cases, they work on high-level strategic solutions, research and development, or innovations for the future product roadmap. They often have an exceptional comprehension of the organization's entire architecture and ecosystem and have a seat at the table with other members of the leadership team. Career paths should create space for us to do our best work and if you feel stuck fitting into a role because that was the only growth option, it's time to learn more about roles like these that are more inclusive and allow people to lead in different ways. We have guided many people through these career options, creating strategies to achieve them, and on select occasions helped to develop a business case or proposal to have their company integrate them into their org-structure. Book a free session to learn more about our leadership and career growth coaching at alloracollective.com #careergrowth #leadershipcoach #careercoach #principal #peoplemanager #promotion #careerdevelopment

🌟 Bridging the Gap: What Leaders Should Remember About Mid-Level and Entry-Level Employees 🌟 Maybe two posts in one day is too much but this has been on my mind the last 6 months and wanted others thoughts. As managers and directors climb the corporate ladder, it's crucial to stay connected with the realities faced by mid-level and entry-level employees. Sometimes, the essentials get overlooked. Here are three key aspects that leaders should never forget: 1. Pay Increases 💰 While money isn’t everything, it’s undeniable that fair compensation is essential. Employees have bills to pay and dreams to build. Regular and above inflation pay increases show that you value their hard work and contributions. 2. Meaningful Job Title Changes 🏷️ Titles matter more than we might think. They reflect our roles and responsibilities and can significantly impact our career growth. Meaningful job titles not only boost morale within the company but are also recognized and respected externally. Remember, the days of staying at one company for 10-20 years are fading. Titles that reflect true progression help employees in their career journeys. 3. Company Culture and Relationships 🤝 A strong, positive culture fosters collaboration and loyalty. It's about building genuine relationships where employees feel valued and included. Investing in a supportive and engaging culture can make a world of difference in employee satisfaction and retention. I have been in meetings in my career where it’s mentioned well, we are doing this or that to improve skills. That’s okay for a certain extent but many people need these 3 items to excel. Not everyone is fine staying still for their career. I think of my postman growing up. We had him for basically my whole childhood. Its great for a few but most want to keep growing. Throughout my career, I've often been in meetings where skill improvement initiatives are discussed or the focus is on just one of those 3 key elements. While these efforts are valuable, many employees need all 3 to truly excel. Not everyone is content with remaining stagnant in their careers. I remember my childhood postman who stayed in his role throughout my upbringing. While that stability is admirable for some, most people aspire to grow and progress. Leaders, let's stay grounded and remember these essentials. Just because you have reached financial freedom and contentment doesn't mean your employees have. Recognize their needs and support their journey toward growth and fulfillment. #Leadership #EmployeeGrowth #CareerDevelopment #WorkplaceMotivation #SupportYourTeam

Appraisals aren't easy - not for young professionals and equally, not for managers assessing #earlycareer professionals. While we are building the capability of young #talent to navigate these discussions well, this handbook is aimed at helping organisations do the same with the help of real insights. Download and share with a friend who is managing #genz talent. Would love to hear your thoughts on how you have aced the appraisals for your Gen Z teams! #LetsRethinkEarlyCareers #appraisals #managingGenZ