We all know it needs to happen, and we at Fuel50 may have been sitting on the fence for a little too long while the debate rages around us. This slideshare rethinks performance conversations, comparing current practices to what needs to happen!

1.  @CareerEngager #fuel50
Current practices versus Fuel50
Rethinking performance
www.fuel50.com

2. 81%of employees
feel their skills aren’t being
fully utilized at work
CareerAgility&EngagementResearch,Fuel50(2015)

3. The 9-box
model is not
delivering
agility.

4.  @CareerEngager #fuel50
A newmodel
for succession
planning.
Performance

5.  @CareerEngager #fuel50
It’s time for a philosophical shift on
howwe address these issues,
one that more fully engages our employees.

6.  @CareerEngager #fuel50
Current practice
Traditionaltalent management
Fuel50
vs
Top-down process
automation
Employee-driven,
personal and
aspirational

7.  @CareerEngager #fuel50
Current practice
Traditionaltalent management
Fuel50
vs
Focus backwards:
Evaluating what has
already been done
Focus forward:
Capabilities, Capacity
Growth and What’s
Next For Me

8.  @CareerEngager #fuel50
Current practice
Traditionaltalent management
Fuel50
vs
Promotes
vertical growth
thinking
Promotes
exploration and multi-
directional growth

9.  @CareerEngager #fuel50
What our clients are saying
Testimonials
www.fuel50.com

10.  @CareerEngager #fuel50
We surveyed our employees last year asking:
What was the best thing HR
has done for you this year?
We were delighted to see Fuel50 was at the top of our
employees’ best things we’d done list.
JoanMather,HeadofOrganizationalDevelopment
FletcherBuildingFTE’s43,000

11.  @CareerEngager #fuel50
We launched Fuel50 to 22 countries in 3 languages
within only 6 weeks of signing with Fuel50.
Engagement rose from
84% to 87% across the region!
VPTalentManagement
GlobalTop10Bank

12.  @CareerEngager #fuel50
www.fuel50.com