Related solutions
The following solutions and tools represent examples of work that is already being done to address and progress this play. Click the links to see featured solution spotlights or to explore external sites for more.
Why this play?
In a world where workers change jobs on average every 4 to 5 years and the expected length of a working life is increasing (more than 35 years in Europe and up to half a century in the U.S.), the idea of a traditional career ladder is due for an update. Instead of rewarding progression within one industry, our systems can help workers acquire skills, increase security and pay, and find meaning in their work as they chart their own course through sectors and types of employment as part of a multi-chapter working life.
Giving workers the tools to design and imagine alternative career pathways, coupled with access to ongoing career counselling, cross-disciplinary talent-sharing and trusted peer networks will help them transition to new roles. Encouraging workers to explore their personal contribution to a larger corporate purpose, for example, can unleash intrinsic motivation, create a stronger connection to organizational values and reduce turnover.
People don't stay in the same job forever, they move around more frequently, and hence, there is value in having a community of people who are on a similar journey, who have similar values, who have been through a similar experience.
Tom Rippin, Founder & CEO, On Purpose
What's happening?
Organizations worldwide are defining corporate purpose statements and helping employees define personal development goals, while more workers are navigating uncertain career paths and reflecting on what they want most from work at different points in their lives.
Well-known companies have initiated organization-wide campaigns to explore personal and corporate purpose, e.g. KPMG's Higher Purpose initiative, BCG’s Secondment Experience and Unilever’s U-Renew, which gives people the time and financial support to develop their knowledge and skills and apply their learning in the real world, much like a paid learning sabbatical.
Companies are giving employees more freedom to explore a wider set of interests on the job. Google’s '20% time' rule allows employees to work on whatever they want for 20% of their time, while Unilever’s Flex Experiences allows employees to match their skills and capacity with demand in other areas of the organization.
Organizations have also been introducing ‘returnships’, full-time, paid internships for adults who want to rejoin the workforce after taking time off or are looking to transition into a new field with limited background or experience. Examples include AWS’ Returners, LEAP at Microsoft, REACH at LinkedIn or Recharge at PayPal.
Several career-shift programs, such as the On Purpose Pathfinder Programme and Now Teach have been developed to help professionals create a life and career that aligns with their values.
Career exploration instruments such as Stanford’s D.Lab and Designing Your Life course, have attracted attention not only from entry-level workers but also more experienced ones looking for a change.
Various online tools help students orient themselves as they exercise their sense of purpose and responsibility (e.g. OECD Learning Compass 2030), showcase opportunities for lifelong learning (e.g. Drucker Institute’s Bendable) and help job seekers explore viable employment options to advance economic prospects (e.g. McKinsey’s Job Progression Tool).
Twenty years ago, people just went to work to get a salary. Now, people want to have passion in their work. They want to love their work. I think that's very important.
Construction company owner, Sweden
Voices
We spoke to people working in the U.S. and Europe to hear their views on the future of work.
Eloïse, customer success manager, France
Eloïse says that employees who regularly change jobs should be valued as much as long-serving employees, and says the mentality needs to change as people search for different ways to keep learning throughout their working lives. Transcript.
Laura, freelance translator and trainee psychotherapist, UK
Laura has been working as a translator for 10 years and is currently training to become a therapist in her spare time. She’s using her translation work to fund her training, and hopes to eventually be able to work full time as a psychotherapist. Transcript.
Vanessa, HR trainer, U.S.A.
Vanessa’s team runs a program to support employees looking to change career within the industry or access further training later in their careers. She says it’s a win-win because employees often come back to work in a new role within the company. Transcript.
How to activate
Within your own organization:
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Help workers explore and understand their personal contribution to the organization’s purpose and society at large, e.g., through individual and group dialogues.
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Offer workers cross-disciplinary secondments or novel work opportunities that match their needs, interests and skill development ambitions.
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Facilitate trusted support networks within the organization to enable and support employees to transition more easily across functions.
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Create a range of different employment models and structured entry points for people of different ages (e.g. graduate-style mid-career inductions programs).
With others:
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Provide workers with interactive job matching tools and workshops to explore non-traditional job opportunities and progression across organizations and industries.
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Find ways to normalize and support career changes (e.g., hiring based on transferable skills rather than years of experience in a particular industry).
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Create industry-wide networks and communities to support career transitions (e.g. regular meetups, mentoring networks or midlife career fairs).
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Support policy and other incentives for businesses to share talent and invest in workers’ personal career exploration.
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Shift norms around the definition of a ‘successful’ career.