How Sysomos Took Action on Career Development Conversation - HROS

L_Cover_1584x396px.jpg

WHAT IS YOUR COMPANY NAME?

Sysomos

WHAT'S YOUR NAME?

Omer Aziz / Marty Brown

WHAT'S YOUR TITLE?

Senior VP of Human Resources / Director of Human Resources

WHAT CITY IS YOUR COMPANY BASED IN?

Toronto, Canada

HOW MANY EMPLOYEES DOES YOUR COMPANY HAVE?

200

HOW WOULD YOU CATEGORIZE YOUR SPARK?

Learning and Development

WHAT'S THE CHALLENGE YOU HAD TO OVERCOME?

We recently launched quarterly Career Development Conversations (CDCs). We post 5-6 questions agreed upon by leadership in the performance module of our HRIS, Namely. The focus of the questions changes every quarter. For example, the first round focused on the theme “Where do you want to go in your career? What training and experience do you need to get there?” The onus was then on us to take actions based on the responses.

WHAT DID YOU DO TO SOLVE IT?

The responses gave us a taste our employees’ aspirations and if they wanted change. We also learned they were really hungry for online trainings. With this in mind, we decided to introduce Lynda, an online education program that offers video courses taught by industry experts in software, creative, and business skills.

 We made our announcement with a lot of fanfare. We explained that Lynda is available to everyone, but they had to write me [Omer] an email explaining why they needed it (just so our licenses didn’t go to waste.)

WHAT WAS THE ROI / IMPACT OF YOUR SOLUTION?

During the trial period, about 60% of our workforce took advantage of the program. Most importantly, our employees felt heard, validated, and supported. They were excited to have the opportunity to expand and develop their skills while working towards their goals.

WHAT WAS YOUR BIGGEST LEARNING?

We needed to provide more guidance on what courses belong to what career paths. We should have implemented “tracks” to provide some guidance as to what courses were most relevant.

WHAT WAS YOUR BIGGEST MISTAKE? #DOH

Is the adoption where I’d like it to be? I’d have to say no. I think it’s one of those things where employees first feel like they’ve got the keys to the candy store, but that wanes after a while. Not something I would necessarily label a “mistake,” but I could have anticipated that it would happen. Curating course tracks or otherwise providing a better structure may have helped keep usage up.

DID YOU USE ANY TOOLS IN YOUR INITIATIVE?

Namely and Lynda.com

HROS SPARK2.jpg