Introducing Career Planning, the next generation of upskilling and career development

How we’re empowering employees to advance their careers with talent marketplace dynamics

Nir Halperin

By Nir Halperin, Senior Product Manager @ Gloat

September 16, 2021

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I didn’t always want to be a Product Manager. First, I wanted to play basketball. Then, I got my Masters in Education. After that, I took a role as a Media Analyst. It took a few more years, pivots, networking calls, and job hunts to get where I am today; envisioning and building technology that can change the way we work for the better.

Although the steps in my journey are unique, my story isn’t– and that’s exactly why I’m excited about what we’re introducing here at Gloat. Like most employees today, my career hasn’t followed a straight path. There have been plenty of twists and turns, and the fact that 60% of employees today are rethinking their careers shows I’m not alone in my desire for change.

Until now, we haven’t had much help navigating these shifts. As someone who has benefitted from my own career pivots, I knew that needed to change. And as the pioneers of the Talent Marketplace, I knew our team at Gloat could make the difference. So, I’m thrilled to announce the launch of Career Planning, a new offering that gives employees the tools and the guidance they need to reach their ever-evolving career goals.

How it Started

It has become clear that retention models need an update. Today, we’re seeing this in the form of “the Great Resignation,” which undoubtedly indicates that as employees evaluate their careers, their own organizations are not able to deliver against their needs. Visibility into opportunities and career growth internal mobility are a big part of the change they want to see. Our own research shows that a lack of growth opportunities is the number one reason people leave their companies.

For Gloat, Career Planning is a natural progression, building on our Talent Marketplace capabilities. Having brought Talent Marketplaces to life at many of the world’s leading global organizations, we understand the supply and demand of talent within an organization and how to match employee skills and aspirations to opportunities. This, in turn, has enabled us with a rich data set on both employee capabilities and what tasks and skills are needed for specific work to be done.

Now, beyond matching someone to an immediate opportunity in the form of a project, role, or mentor, we’re helping them see the series of opportunities ahead of them and the paths they can take to build a meaningful career within their company.

Introducing Career Agility

From the start, we had big goals for Career Planning. We wanted to help employees discover and chart possible paths their careers could take, and find ways to take immediate action to start learning, developing, and growing to improve their skill sets. We wanted to open their eyes to new development opportunities, creating a win-win for both employees and the organizations they work for.

To meet these goals, we introduced two modules that can be used independently, or together, to create a holistic career planning solution. Here’s what’s included:

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Career Paths

The Paths capability presents users with a few choices for what direction their career can take, depending on their skills, experience, and interests. These include:

  • Popular: Career paths that others with similar profiles have taken
  • Desired: Career paths that align with the skills and experiences employees want to gain, with recommended opportunities to support the transitions they want to make
  • Management: Career paths that help employees work towards leadership and managerial roles

My favorite part about Career Paths is that it can help employees discover roles they never even knew existed within their company. It’s a new way for employees to develop and grow, and for organizations to tap into talent that might otherwise have been overlooked.

Want to see what Paths looks like in action? Let’s use my role as Senior Product Manager as an example. When I’m thinking about how I’m going to progress my career, Paths will give me a few options. I might see something like VP of Product Management under Popular or Management.

But what if I want to move into Marketing? In that case, my Desired Path might show roles in something like Product Marketing, which is going to let me stay in the product domain while I steer my career in a direction that I’m really interested in.

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Career Tracks

When it’s time to start strategically working towards career goals, Tracks provides an immediate solution that lets both employees and managers play an active role in professional development. In addition to hand-selecting projects, employees can sit down with their managers and identify growth opportunities based on the suggestions Tracks generates. L&D can also pre-curate tracks to align with upskilling goals for a specific talent pool.

There are two ways to use Tracks:

  • Self-Led: Users know what skills they want to learn and cherry pick opportunities accordingly
  • Generated: The AI populates a track based on the skills gaps that employees need to bridge to reach a desired role 

Tracks include boards so users can monitor their progress and see what they’ll need to do next.


How it's Going

The most exciting part of launching Career Planning has been designing this with our customers and seeing it come to life for their employees. At launch, our customers saw as many as 81% of employee users leveraging Career Planning to explore their possible Career Paths. One employee shared, “This is the best advice around career planning that I’ve received within 10 years at my company.”

Core to this success is the way Career Planning puts the employee at the center of the experience. We use the data from our Talent Marketplace to create a full picture of who the employee is and what they’re working to achieve, rather than positioning their skills as resources to be leveraged as a cog in a larger machine. Career Planning’s curated paths and opportunities let employees chart their own path forward, because at the end of the day, they’re the ones in the driver’s seat.

As my own professional journey has taught me, changing career paths isn’t a weakness or a sign of indecision. Instead, it demonstrates an ongoing commitment to learning and evolving. Now, every employee can take their commitment to the next level with Career Planning.

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