It was once a huge burden on managers to understand jobs and structures across the entire organization. It became difficult to help direct reports figure out where to go next. 

Now, career management at Vanguard is largely self-served. It was once a huge burden on managers to understand jobs and structures across the entire organization. It became difficult to help direct reports figure out where to go next. Now, career management at Vanguard is largely self-served.  

About

• Industry: Investment management
• Global operations 
• 17,500+ employees 
• 30+ million investors

The challenge

• Low internal visibility of career opportunities
• Lack of internal networking 
• Rising turnover
• Not enough developmental conversations 

Key components of solution

• Partnered with Fuel50 to create a platform of integrated talent practices, world-class learning, and experiences
• Back up its business strategy with a talent strategy 
• Guide people to the jobs of the future 
• Enable up-skill and re-skill opportunities 
• Provide transparency to future roles 

There are three pieces we need to develop for our workforce of the future. The first one is to up-skill our crew to transition to new ways of working.

– Head of Learning at Fuel50 

The 3-step approach

• Reflect – Find opportunities based on individual aspirations
• Explore – View suggested roles including parallel and stretch roles 
• Plan – Create a career path to glory

Key outcomes 

• Employees find new internal opportunities interacting with seniors 
• 67% – Satisfied users with career experience 
• 51% – Unique logins were returning users on the platform
• 4582 – Talent indications of what people wanted to learn in 2019 
• 7225 – Talent touch points in 2019