We give you an easier way to discover and share your teams unique talent & capability - ideal for kick-starting new teams and development planning.
Everyone has a unique talent. However, most people struggle to identify and articulate what they do that’s valued and unique. We make it easier for teams - by guiding them through an activity based process to reveal their intrinsic, human capability. Giving you - the knowledge you need to progress them beyond their current role.
When people have been in organizations a while, it's easy to lose track of their personal preferences & capability. We provide quality diagnostic tools to build a data-based picture of your team’s individual strengths, preferences & skills.
Providing you new insights that may be hidden otherwise - that could fuel future productivity and growth.
Skills are the SuperFuel of the future. However most managers can’t identify and therefore don’t utilise the full depth of their teams skills. We help - by taking existing knowledge bases on your people (CVs/Linked In etc) and scanning for skills, mapping them into a ‘3-layer stack’. This gives you real-time visibility of the full capability of your team, to harness for new projects.
For new teams or dynamic / remote teams - it’s often hard to understand who people are, how they work, their background experience and what they uniquely offer. It's also hard for many people to communicate their value - they need a good process.
Our 'Story' makes it easier for people - by co-authoring their value statement with them, making team communication and sharing easier.
Often new managers inherit teams and can only rely on limited information about their capability - their CV on file. We make it easier to understand the full capability of your team, and plan their development by standardizing data profiles of their working style, strengths, skills and career needs.
Making development planning more accurate and faster.
Co-Authored Insights on your Teams
AI-Authored 'SuperPowers'
Activity & Insight reports on digital Dashboard
Inferred Skills & Experience automatically from CV / Linked In
Ability to integrate with existing HR processes
Data-driven context to our recommendations engine to ensure precision guidance
Integrated with ACE® Chat
We work with small-medium businesses who may not have access to enterprise HR resources or people. Our platform sits alongside your existing tools & processes - giving you a ‘light’ alternative to new critical tools, typically only available inside HRIT Enterprise systems.
What you probably already have, that we complement:
Recruitment & role Templates
Payroll
Onboarding & Contract Templates
Leave Management
Onboarding and Induction
Basic Performance Review Templates
Compliance Reporting
What you need but can’t access easily:
Skills Frameworks & Competency Modelling
Progression & Career Pathing Recommendations
Workforce Planning & Insights for Scenario Modelliing
Role Matching & AI Recommendations
Cross-Functional Mobility Opportunities
Culture & Values Evaluation & Insight
Diversity & Inclusion Analytics
Internal mobility is when people are supported to move within an organisation into another role in the same team, or another team altogether.
It usually requires some planning and training and new skill development in advance to be successful. It is a key way to retain staff and lift engagement, as most people's learning curves are between 2-3 years - so after that timeframe they will be seeking career and new skill development.
So helping people by having a career plan and enabling them to be internally mobile and move between roles, is a key strategy for retention.
The most important relationship in building an effective employee career development programme, is between the manager and their employee.
Managers are responsible for onboarding, developing and supporting people to grow, be engaged and productive in their role. This naturally leads to considering the individual employees career development needs.
What's critical to building an effective programme is
1) Insight on the employees full talent, needs, and career goals
2) Understanding their vision and goals for their future - knowing what roles or opportunities they are interested in and
3) Supporting them to transition successfully into those roles by offering them relevant learning & development resources.
Career Planning systems like Actvo help with this by providing employees and managers a proven method for developing a plan, and executing it.
As an organisation its best to do these at least annually. However, if you have no formal process for this, you will know when is the right time, as you will notice that your team is showing signs that they are 'ready for change'. This often happens after people have been in the same job or role for 2-3 years - so getting a performance or development conversation in place before the 2 year mark is important to avoid unnecessary churn.
Most people can identify they want a change, but may not be able to tell you what that change is. So doing a Career Planning assessment or alllowing your team to develop their own Self Assessment will be very valuable. Doing the work will most critically help you to know if your team is
1) Ready to move into a new role and what their needs are
2) What type of work, job, role or pathway they are looking for and how this might fit with the organisations future needs
3) Understanding their full current skill-set and experiences, and also the 'gaps' in skills & experience theywill need to gain to enable a successful transition.
We recommend holding these conversations separate from 'performance' conversations so you are not conflating their desire to move and grow within the firm,with your current sassessment of their capaility and performance.
1-1 coaching delivered by people, is expensive and it's hard to find the right 'fit' between coach and coachee. It also creates complexity with scheduling and evaluating effectiveness of the broad range of coaching styles.
However for some people it is the right choice, especially when complex issues or challenges are holding someone back from progressing in their career, or the person holds a very senior role so change is high-risk. However for most people and employees, career or employee coaching software platforms like Actvo, are a lower-cost, more standardised option.
They provide employees with proven processes for understanding their needs, setting goals, choosing a career direction and implementing career change by gathering the required skills & experiences needed to enable a successful change. They also reduce human bias, and are available 24/7 to support people.
A preferred method by a lot of neuro-diverse employees or those with high cultural diversity.
Actvo® gives your team the clarity, tools, and support they need - fast.
"Before Actvo, development felt like guesswork. Now I know that every employee can develop their own path, and every manager has visibility. It's a game-changer for me as an owner"
"As CEO, I want to make sure my teams are empowered to grow and make decisions independently. Actvo gives me that assurance. This solves many business challenges at once"
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"The Hope-Powered Leader: How to Grow Your People in the Age of AI"
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