This is an energy company that supplies fuel to retail customers and large commercial customers like airlines, trucking companies, mines, shipping companies and vehicle fleet operators. They also provide bitumen to roading contractors and manufacture ingredients used in detergents and other household products. Valued at IPO in 2013 at 1.4 billion.
Right from the beginning in 2010, this organization decided to do things differently. They set out to be known as an extraordinary, world-class company that attracts and grows a team of extraordinary people to help them get there.
In order to achieve its strategic objectives in 2013 and beyond, this organization was looking for an increase in people engagement (as measured by Aon Hewitt). An area of focus was needed in areas relating to meaningful career conversations and perceptions of career opportunities internally.
Doing things a bit differently and wanting to attract and retain extraordinary people led them to Career Engagement Group’s Fuel50 as a software and service solution. Any solution had to fit this organizations extraordinary way of doing things and be integrated with other programs and processes already established.
A branded Fuel50 CareerDrive™, coupled with internally run Fuel50 designed workshops led to managers having career conversations with half of all employees in the first year of the program. This alone has seen a sizable shift in the companies Aon Hewett Engagement Results career related questions.
Increase in engagement impact, according to the Aon Hewitt results for managers believe they have the tools, resources and support to hold meaningful career conversations with their people.
Half of all employees have utilized the company branded Fuel50 site to complete online exercises and career planning.
Approximately 45% of employees have had a career conversation with their manager to date.