Don’t Mandate Employee Development. Inspire It.
Common Challenges for Employee Development:
Employee turnover is high.
The workforce isn’t engaged.
Paths to success are unclear.
Mentoring and coaching aren’t happening.
Bridge gives employees an active role in developing their skills and careers (because corporate pawns ≠ engaged employees). With Bridge, employees can connect with managers, mentors, and peers, see opportunities for growth, practice skills, and generally just crush in their current and future roles.
Develop and Fulfill Your People
Efficiently develop your people in a way that aligns to their core drivers and supports their long-term career vision and objectives.
Build Effective Managers
Build effective managers who align employee needs with business objectives through conversations and feedback.
Surface Actionable Insights
Surface data that uncovers insights and drives action to impact employee engagement, performance conversations, and skill growth.
Drive Business Impact
Demonstrate ability to support key business outcomes by impacting employee retention, business performance, and employee fulfillment.
Learn more about employee development and Bridge.
Onboarding, Usage, and Adoption: The Culture of Learning
Create a culture of learning that attracts and retains the best talent for your business.
Productive Onboarding + Ongoing Feedback
Help employees get up to speed quickly by providing role-based learning immediately to new-hires and individuals changing roles. But don't stop there—provide regular opportunities for peer, manager, and mentor feedback around critical skills.
Growth and Coaching Conversations
Ensure employees have more regular structured conversations around performance and growth. To make this happen, you need to help your managers know what to talk about. Manager coaching includes conversations that focus on the progress of critical work as well as discussions around employee learning and career growth.
What Drives Your Employees?
When employees and managers have open conversations around employee career drivers, employees become more engaged and managers can provide better coaching and leadership. Taking this a step further, managers and employees can work together to develop long-term career visions and plans to connect their roles to those visions.
What Skills Are In Your Business?
Help leaders identify skill strengths and gaps within your organization to bring focus to your development strategy.
Is Your Business Full of Buellers?
Access sentiment data across your business and take action to refine your company culture within key engagement factors.
Correlate to Activate
If you understand correlations between what drives employees and the key factors of engagement at your company, then you can inspire employees to stay at your company by fulfilling key needs and encouraging their growth and success.
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