Welcome to HR Disrupted, the podcast where Lucy Adams and guests reimagine traditional HR practices for a more agile, people-centric future. Each episode dives into innovative approaches for leaders and HR professionals, offering practical advice on leadership, employee engagement, and organisational culture. As CEO of Disruptive HR, the go-to agency for innovative people practices for the last ten years, Lucy brings fresh perspectives and solutions to the ever-changing challenges of modern workplaces. With years of experience as a former HR Director for major brands including the BBC, Lucy is the author of two best-selling books ‘HR: Disrupted’ and ‘The HR Change Toolkit’ . Every two weeks, join Lucy and her guests as they challenge the status quo, empowering businesses to navigate the complexities of today’s workforce with bold, forward-thinking strategies. Website: www.disruptivehr.com Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/ LinkedIn: https://www.linkedin.com/company/disruptivehr/ Instagram: https://www.instagram.com/disruptive_hr/ Facebook: https://www.facebook.com/hrdisruptive/ Email: hello@disruptivehr.com
Episodes
2 days ago
2 days ago
Many of our talent and career development models stem from another age - when we joined a company, got a number of promotions and stayed as long as the company allowed us to. Of course, nowadays, the reality for many of us is very different. Flatter structures offer fewer promotional opportunities. Volatile markets mean that the longevity of companies has declined. And whilst there is some debate about whether Gen Z and Millennials do want to change companies more often - in one sector, there’s clear evidence that retaining your people is more of a challenge. In the tech sector, employees are changing jobs and companies every 2 years or so. This is a particular challenge for smaller tech companies where promotional opportunities are more limited.
So, how does an HR Director tackle this challenge? Is it about creating golden handcuffs or just accepting that this is the new normal? To discuss this issue Lucy is joined by Matt Kennedy, CPO at Go1, a leading learning content provider. Matt provides an intriguing perspective on the evolving challenges of employee retention in the tech industry, where traditional career paths are being upended. He shares his story of transitioning from Microsoft and Starbucks to a cutting-edge tech company . We explore how smaller tech companies can distinguish themselves from larger corporations by offering more personalized growth opportunities and promoting impactful projects. We discuss the importance of being transparent about career paths and creating a culture that not only retains talent but also transforms former employees into ambassadors for the organization. His experiences highlight the vital role of informal mentorship and real-world experiences in developing soft skills that complement formal training. For HR professionals eager to challenge the norms and enhance employee retention, this conversation is packed with practical strategies and thought-provoking insights that will leave you rethinking your approach to building a resilient workforce in the dynamic tech landscape.
(00:03) Navigating Career Challenges in Modern HR
(10:11) Career Challenges in Tech Sector Retention
(20:29) Creating a Culture of Retention
Contact Matt: https://www.linkedin.com/in/matt-kennedy-b695603/
Disruptive HR
Website: www.disruptivehr.com
Join the Disruptive HR Club https://disruptivehr.com/welcome-to-the-future-of-hr/
Email: hello@disruptivehr.com
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