Right Management released a study several years ago that shows how engaging employees about their career development helps an organization attract, engage, and retain the brightest talent. According to the study, employees want leadership to invest in their careers, help them make informed career decisions, and demand individual accountability for career growth. This requires organizations to “actively facilitate a learning journey designed to help employees develop new capabilities and knowledge while providing long-term career growth opportunities.” Since this survey, turnover has only increased.
Murielle Tiambo, a well-known workforce development consultant with PwC, agrees. She argues that it's critical for leaders to create space for regular and consistent trust-building conversations through which employees can be heard by their leaders. The discussions, she says, result in mutually beneficial relationships in which leaders can begin to get comfortable delegating responsibilities and employees can ask for appropriate help and advice, and share their resulting success stories.
Unfortunately, despite evidence that career development empowers employees and leads to retention, few organizations are actually following through. According to Mercer’s Global Talent Trends Report, only 12% of businesses in the U.S. plan to reward skill acquisition as a way to retain employees and execute on the organization’s mission.
It’s clear that employees feel empowered when they're given the authority and tools to drive their career development. But how can organizations empower employees in a way that’s genuine and helps the business execute on its mission?
Digital credentials offer an efficient way to establish a culture of meaningful recognition within organizations. More than just badges and certifications, an effective program powered by digital credentials allows employees to showcase achievements, highlight unique skills, and demonstrate qualifications internally. It enables reflection on career paths, enhances personal branding, and provides critical insights for people managers to guide professional growth, succession planning, and skills gap closure.
Here are three tips for building an employee recognition program based on verified credentials for your organization:
Align Credentials with Career Pathways
Ensure digital credentials closely align with career advancement opportunities. Map clear paths based on earned credentials, tying them directly to specific roles or responsibilities. This motivates employees to pursue relevant skills and illustrates tangible career development benefits.
Encourage Cross-Functional Skill Development
With AI transforming industries, upskilling is crucial. Digital credentials validate technical and essential soft skills like adaptability and critical thinking. Expand credential programs to empower employees in AI-driven environments, preparing them comprehensively for the digital era.
Integrate Credentials into Performance Management
Maximize digital credentials' impact by integrating them into performance management. Use credentials to assess project assignments, leadership roles, and internal promotions transparently. Linking credentials to advancement opportunities fosters a culture of continuous learning, empowering employees to contribute effectively.
Successful digital credentials and analytics available on Credly present opportunities to foster continuous learning, drive development initiatives, and make informed decisions. Here’s how:
Integrate Digital Credential Data with Organizational Metrics
To maximize digital credentialing’s impact on empowerment and retention, integrate credential data with key organizational metrics. Analyze data from various systems, including pre- and post-training performance metrics, to understand learning initiative effectiveness and business outcomes.
Build Personalized Development Plans
Leverage performance data linked to digital credentials for personalized development plans. Analyze credential correlations with job performance to identify improvement areas and offer relevant learning opportunities. This data-driven approach enhances skills and demonstrates commitment to professional growth, boosting retention and satisfaction.
Benchmarking and Competitive Insights
Benchmark internal credentialing against industry standards and competitor practices to gauge organizational competitiveness. Use comparative analytics to identify strengths and areas for improvement in employee skill sets. This strategic alignment prioritizes skill development that enhances marketability and retention, establishing leadership in talent strategies.
Retaining top talent requires a robust employee recognition program beyond surface-level gestures. Effective programs harness verifiable credentials to empower employees genuinely. Leveraging credential insights, organizations strategically optimize training, cultivate continuous learning, and retain top talent by demonstrating tangible skill acquisition benefits. This data-driven approach ensures digital credentialing aligns closely with organizational objectives, fostering sustained long-term success.
For more insights and strategies to optimize budget allocation for high-impact skills transformation, download our whitepaper below.