With COVID-19 retreating, 2022 started off with a different, more positive energy as normalcy crept back in. While we were glad to put it behind us and more than ready to plan without restrictions, we knew we wanted to continue to build on the learnings of the past couple of years.
Being able to plan our HR calendar without the ghost of pandemic restrictions looming over us was refreshing. Rather than focus on what we couldn’t do, we could turn our attention to all the possibilities back on the table. Rather than think of how we needed to maintain a physical distance between employees for their own benefit and wellbeing, we were able to focus on all the synergies we could create by bringing them back together. But naturally, this came with a price — a built-in challenge: we had no excuses and plenty of opportunity.
Recognizing the importance of data, especially from our employees, informed the prioritization of the first feature of our HR Services platform. We believe capturing feed- back from departing employees is key, so we’ve digitized our exit interviews, allowing for a more organized analysis of our findings and, in turn, any corresponding actions and impact.
We continue to upgrade our promotions and development needs analysis (DNA) tools to further refine the process, the output, and the user experience. We will continue to release enhanced versions that positively impact the process, the output, and the experience of the programs these tools support.
As always, for a people business, focusing on growing our people and expanding their horizons remained a non-negotiable priority. As restrictions lifted and we were finally able to bring people together, the behind-the-scenes work we’ve been doing on The Academy’s programs saw the light this year. The refined assessment and selection methodologies came into play and augmented the value of the programs we ran. In addition to running the final modules for Emerging Leaders I, II, and the Leadership Development Programme (LDP), we ran a successful first module for the first intake of our Executive Development Programme (EDP).
Riding on the back of the stronger openness to and adoption of digital learning as a viable learning medium that the pandemic brought on, we partnered with LinkedIn Learning, providing our employees unlimited access to the most extensive and most renowned library of digital learning content available.
And, as always, current employees were always the first talent pool we searched within when filling open roles, be they short-term or permanent assignments, many of which were cross-border. This remains one of our strongest employee development tools.