Fuel50 has made a significant impact on our Engagement Survey Results. As a consequence, we are now planning a further ramp of our career program next year. Fuel50 have been a fantastic support and have really made a difference.

We have worked with Fuel50 to upskill our people leaders in career coaching. Our Fuel50 organizational development business partner worked with us to develop and deliver a “train the trainer” program for three internal people leaders (myself included) so that we could facilitate Powerful Career Conversations for Manager’s Workshops across our business.

The 2020 career reality is that we need to create career growth for our employees during the longer runs to create workforce agility and engagement.

The response from the group at Plant & Food Research was consistently positive. People were delighted to be offered individualised career development attention using Fuel50.

Career management in organizations has become a highly strategic issue. How we decide who moves into leadership, what leaders do, how we facilitate professional development, and how we help people move from role to role – all touch the nerve of our entire system for rewards, structure, and strategy.

The purpose and values program we designed with Fuel50 was regarded as one of our best programmes to date. Managers organisation-wide felt that the conversations this programme sparked were like gold-dust to the business.

Some employees haven’t reflected on their career aspirations at all. If the employee has a hard time articulating his/her values, here’s a concrete exercise that you can use to jumpstart the career conversation!

We signed late-December and launched globally to our 20,000 employees in February!

That was the most efficient implementation experience we have ever had! The Fuel50 team made it flawless and easy.

Fuel50 is an outstanding organization. One of the best decisions I ever made at Texas Health Resources was to sign on and work with them in our career development efforts.

With the focus on supporting our leaders to have more meaningful career conversations, Fuel50 has helped us to achieve extraordinary results through our people — both with employee engagement and hardcore commercial outcomes.

Fuel50 and the focus on supporting our leaders to have more meaningful career conversations has helped us to achieve extraordinary results through our people, both with employee engagement and hardcore commercial outcomes.

We launched Fuel50 to 22 countries in 3 languages within only 6 weeks of signing. Engagement rose from 84% to 87% across the region!

With the help of Fuel50, our work in diversity has been recognized by the United Nations in 2013 when we were one of only 5 organizations worldwide to be recognized for its leadership in empowering women in its workforce and the community.

The world of work is evolving, careers are shorter and more dynamic, jobs aren’t what they used to be, organizations need to become more agile. How does your workforce adapt to these changes, and how do your employees evolve their talents for a future-proofed career?

We initially piloted Fuel50 with 1,000 engineers and quickly realized an 11% improvement in Leader Conversations vs 2% improvement in the rest of business. The Fuel50 team made a measurable difference!

It became critical to develop people at the organisation’s mid-level so that they are well prepared for more senior roles now and ensure they have the leadership capabilities required for the future. Fuel50 enabled us to do just that and more.

After surveying our employees, we were delighted to see Fuel50 was at the top of our employees’ best things we’d done list.

Self-service, gamified career pathing that is the antidote to LinkedIn!

As we get clearer as a business on what matters most to us, we want our people to get clearer on what matters to them. Fuel50 helped us do this.

Fuel50 delivers an employee experience that SAP and SuccessFactors tried to deliver and failed!

Fuel50’s agility tool, FuelAgility™, is a smart tool to facilitate career coaching conversations. It fits well into our talent process as a first step to assist participants to gain clarity on their priorities and enables effective career planning.

The selling point of Fuel50 was that it could be designed completely as DS Smith wanted. We were able to focus on values and turn the appearance of the Fuel50 into a bespoke single-page platform. This meant that DS Smith employees could understand it quickly, be taught how to use it, and become engaged with it from the outset.