Experiences, Not Ladders: How organizations need to think about the career aspirations of today’s employee

Ashley Goldsmith, Chief People Officer

Session date/time : TBD

We are in the midst of an evolution that is happening across the job and work landscape. More and more employees are no longer following the traditional, linear career path model where the intent is to “move up the ladder” in a specific field. Instead, the best and most talented employees of all generations have a greater desire to pursue roles in a variety of fields; they are seeking different learning opportunities and experiences to broaden their perspective, expand skillsets, and learn new concepts.

While companies today are also evolving and increasingly seeking out employees that have a mix of skills, they are still challenged in finding ways to effectively identify, attract, retain, and engage this new type of internal and external talent. Those that can successfully crack the code will not only further create an environment that employees want to be part of, but will better position themselves to win in today’s dynamic business environment.

In this session, Workday’s Chief People Officer, Ashley Goldsmith, will share insights on specific programs and initiatives they’ve implemented across all levels of the company, addressing areas to provide employees with the opportunity to build new capabilities and make new connections across the company while remaining in their day-to-day role, identifying complete candidates that better fit the culture and vision for growth, and training for managers to create an environment that will set their employees up for success and provide opportunities and experiences they desire for better engagement. Attendees of this session will learn more about Workday’s own experiences navigating this uncharted territory and walk away learning how to more effectively shift the high-trust, talent mindset to create a great workplace for all.

Three key learning objectives:

• Understanding how to engage this growing segment of an internal population to drive productivity that will further the business while helping to foster the growth these employees want.
• How to begin to shift the mindset across an entire organization from one that looks for skills and capabilities that fit the linear approach to one where they look at a multitude of skills and capabilities present within external candidates.
• Best practices to start to get people managers more comfortable with this new world that may see top performers only stay on their team for a maximum of two years.