Kantox’s Post

🚨 In case you missed it - we just launched a 37 page playbook to help you master internal mobility. This playbook covers everything from defining what's actually meant by internal mobility, who within an organisation should lead it (Hint: it's probably not who you think), right through to how to set up the right technology processes and tools for success. Grab your free copy here 👉 https://bit.ly/3C1xDNq #internalmobility #cio #internaltalent #techhiring

Why settle for the same old story? 📖 Your Gen Z employees thrive on practical, hands-on experiences that allow them to see the immediate impact of their work. What does this look like in terms of your training programs? 🌟 Create Cross-Functional Teams: Bring together diverse perspectives and expertise to help employees better understand how their roles contribute to the organization’s success. 🌟 Partner with External Organizations: Collaborate with external organizations, such as non-profits, startups, or industry groups, to provide employees with projects that address real-world challenges outside the company. 🌟 Simulate Real-World Scenarios: Create a safe environment for employees to experiment, make mistakes, and develop effective problem-solving strategies without the risk of real-world consequences. 🌟 Implement Job Rotation Programs: Provide exposure to help employees understand various aspects of the business, develop new skills, and build a more comprehensive view of the company’s operations. 🌟 Encourage Innovation through Hackathons: Organize hackathons or innovation challenges where employees can team up to solve specific problems or develop new ideas within a set timeframe. Winners can be rewarded with incentives, and successful ideas can be implemented within the company. Need help turning the page and creating a more dynamic learning environment for your employees? That's what we do! Set up a Consult Call so we can discuss how to best support your organization's goals ➝ (https://lnkd.in/gye2c2y) #WorkplaceAutonomy #GenZ #FutureLeaders #LearningAndDevelopment

Contributing to the professional development of our employees is at the heart of our commitments. Internal mobility is just one example! 💡 Changing teams or professions, moving to another site, increasing responsibilities... Internal mobility strengthens the collaboration between Stago and its employees. 🤝 A win-win strategy that meets everyone's needs : 💼 For the employee, it's a guarantee of developing skills and versatility. 🏢 For Stago, it means capitalizing on the know-how of its teams and encouraging sharing. To support our employees in their efforts, we have set up a mobility charter and practical information sheets. Today, more than 32% of permanent hires have been filled through internal mobility. Find out more about internal mobility at Stago 👉 https://lnkd.in/e7hxjCKF #InternalMobility #Commitment #Employees #Career

Contributing to the professional development of our employees is at the heart of our commitments. Internal mobility is just one example! 💡 Changing teams or professions, moving to another site, increasing responsibilities... Internal mobility strengthens the collaboration between Stago and its employees. 🤝 A win-win strategy that meets everyone's needs : 💼 For the employee, it's a guarantee of developing skills and versatility. 🏢 For Stago, it means capitalizing on the know-how of its teams and encouraging sharing. To support our employees in their efforts, we have set up a mobility charter and practical information sheets. Today, more than 32% of permanent hires have been filled through internal mobility. Find out more about internal mobility at Stago 👉 https://lnkd.in/e7hxjCKF #InternalMobility #Commitment #Employees #Career 

Contributing to the professional development of our employees is at the heart of our commitments. Internal mobility is just one example! 💡 Changing teams or professions, moving to another site, increasing responsibilities... Internal mobility strengthens the collaboration between Stago and its employees. 🤝 A win-win strategy that meets everyone's needs : 💼 For the employee, it's a guarantee of developing skills and versatility. 🏢 For Stago, it means capitalizing on the know-how of its teams and encouraging sharing. To support our employees in their efforts, we have set up a mobility charter and practical information sheets. Today, more than 32% of permanent hires have been filled through internal mobility. Find out more about internal mobility at Stago 👉 https://lnkd.in/e7hxjCKF #InternalMobility #Commitment #Employees #Career

Why settle for the same old story? 📖 Your Gen Z employees thrive on practical, hands-on experiences that allow them to see the immediate impact of their work. What does this look like in terms of your training programs? 🌟 Create Cross-Functional Teams: Bring together diverse perspectives and expertise to help employees better understand how their roles contribute to the organization’s success. 🌟 Partner with External Organizations: Collaborate with external organizations, such as non-profits, startups, or industry groups, to provide employees with projects that address real-world challenges outside the company. 🌟 Simulate Real-World Scenarios: Create a safe environment for employees to experiment, make mistakes, and develop effective problem-solving strategies without the risk of real-world consequences. 🌟 Implement Job Rotation Programs: Provide exposure to help employees understand various aspects of the business, develop new skills, and build a more comprehensive view of the company’s operations. 🌟 Encourage Innovation through Hackathons: Organize hackathons or innovation challenges where employees can team up to solve specific problems or develop new ideas within a set timeframe. Winners can be rewarded with incentives, and successful ideas can be implemented within the company. Need help turning the page and creating a more dynamic learning environment for your employees? That's what we do! Set up a Consult Call so we can discuss how to best support your organization's goals ➝ (https://lnkd.in/guscGxV) #WorkplaceAutonomy #GenZ #FutureLeaders #LearningAndDevelopment

CommunET's Seinfeld Saturday 🔑Onboarding: Cosmo Kramer Showing How It’s Done at Kramerica The first days on the job can set the tone for an employee's entire experience. Proper onboarding isn’t just about paperwork – it’s about setting new hires up for success - particularly for fast growing companies who sometimes overlook the importance of this. In this Seinfeld scene, Kramer might not have nailed it, but we all know how critical it is to make new team members feel welcomed, supported, and ready to contribute. Strong onboarding leads to stronger engagement, better retention, and a more cohesive team. Any good onboarding stories out there? Start strong, stay strong. 💪 #onboarding #employeeexperience #talentdevelopment #companyculture

🔑Onboarding: Cosmo Kramer Showing How It’s Done at Kramerica The first days on the job can set the tone for an employee's entire experience. Proper onboarding isn’t just about paperwork – it’s about setting new hires up for success - particularly for fast growing companies who sometimes overlook the importance of this. In this Seinfeld scene, Kramer might not have nailed it, but we all know how critical it is to make new team members feel welcomed, supported, and ready to contribute. Strong onboarding leads to stronger engagement, better retention, and a more cohesive team. Any good onboarding stories out there, good or bad? Start strong, stay strong. 💪 #onboarding #employeeexperience #talentdevelopment #companyculture https://lnkd.in/ehzfwDnv

Some insight into the ongoing success of our internal talent development programs at Options Technology. Our approach is to hire a lot of talented young people from various backgrounds, graduates, placement students, apprentices and in recent years folks on gap years. We've hired one or two exceptional folks directly after A-Level. Everyone goes through immersive training on the support desk, including handing calls, training time spent with the teams in all the key capital markets centres, London, Singapore, Hong Kong, etc. Everyone gets a lot of client face time often including 3-6 months onsite in some of the leading hedge funds and asset managers on the planet. People get to "play" or try out different technologies through a "hybrid" program. Then when the time is right folks who demonstrate a particular aptitude move on to specialist high value engineering and business roles. 26 people progressed in 2024... Rinse and repeat every year for a decade. The result is an army of high quality engineers, all of whom have broad based experience, global sector experience, including a lot of client face time.

Empowering Our Team to Progress and Excel in Their Careers At Quench Techno Valley, we believe that our people are our greatest asset. Their growth, development, and success are integral to our mission. That's why we're committed to fostering an environment where every team member can thrive, progress, and excel in their careers. Here’s how we’re making this happen: 1. Clear Career Pathways: We provide our employees with transparent and structured career paths. Regular career counseling sessions ensure that everyone understands the steps needed to advance their careers. 2. Continuous Learning and Development:We invest in the continuous learning of our team. Our Learning Management System (LMS) offers a plethora of courses, workshops, and certifications that help our employees enhance their skills and stay ahead in their fields. 3. Mentorship Programs: Our mentorship programs connect less experienced employees with seasoned professionals. These relationships offer valuable guidance, support, and insights to help our team members navigate their career paths effectively. 4. Recognition and Rewards: Celebrating achievements and recognizing hard work is a key part of our culture. We regularly acknowledge our employees' efforts through awards, shout-outs in meetings, and performance-based incentives. When our team members feel valued, they are more motivated and engaged. 5. Open Communication: We maintain an open-door policy that encourages employees to share their career aspirations, feedback, and concerns. Regular check-ins and feedback sessions ensure that our team members’ voices are heard and their career goals are aligned with organizational objectives. 6. Work-Life Balance :We understand the importance of a healthy work-life balance for long-term success and satisfaction. Flexible working hours, remote work options, and wellness programs are just some of the ways we support our employees in achieving this balance. 7. Encouraging Innovation and Creativity: We foster a culture that encourages innovation and creative thinking. By providing opportunities for our team to work on exciting projects, take ownership of their work, and explore new ideas, we help them grow professionally and contribute meaningfully to the organization. At Quench Techno Valley, we are dedicated to creating a supportive environment where our employees can reach their full potential. By investing in our team’s growth and well-being, we are building a brighter future for both our employees and our organization. Here’s to continuous growth and success! #CareerGrowth #EmployeeDevelopment #TeamMotivation #ProfessionalDevelopment #EmployeeEngagement #QuenchTechnoValley