Table of Contents

1. Opening Salvo

2. Did You See This?

3. Talent Management 101 (TM101)

4. The Plug

Opening Salvo

As I was doom scrolling through the Gram this week, I caught a clip between Trevor Noah and Simon Sinek that has had me thinking about workplace expectations on both the employer and employee side. We know that employee experience encompasses more than just compensation/benefits, and that subsequent performance is necessary on the employer’s side of the value proposition. But I’m not entirely sure where the line between reasonable and unreasonable expectations are for either party at this point. Their conversation around sacrifice, relationship, and community draw direct parallels to the work we do with clients. I’m sharing their conversation here in case you missed it.

Did You See This?

Why Career Growth Shouldn’t Be an Afterthought

A recent report shows that career development is a critical driver of employee engagement, but many organizations are still missing the mark. Despite companies offering training programs, employees often feel unsupported in their growth, leading to disengagement and turnover. The need for intentional career development has never been greater, yet leaders continue to focus on short-term solutions rather than building long-term development strategies that prioritize employee growth.

Companies consistently drop the ball when it comes to fostering real growth. According to HR Dive, employees are increasingly disengaged because their development needs are overlooked or treated as an afterthought. Let’s call it what it is: organizations are spending more on training programs to check a box rather than actually investing in their people. And here’s the reality—if your employees don’t see a clear path for growth, they’re already halfway out the door. Offering a one-size-fits-all approach to development isn’t just lazy—it’s costly.

What companies need is an intentional, individualized approach to career development that aligns with both organizational needs and employee aspirations. Skimping on this critical area leads to higher turnover, lower engagement, and weaker business performance. If you’re serious about building a sustainable workforce, listen to what your people actually want: real development opportunities that matter.

Prioritize intentional, personalized growth initiatives, or prepare to lose your best talent.

Can We Fix the Hiring Process Before Ghosting Gets Worse?

Greenhouse’s report on "job ghosting" highlights a growing continuing trend in hiring, with candidates dropping out of the process and employers sending automated rejections without feedback. To address this, Greenhouse is pushing for more human-centric practices, emphasizing transparency, real communication, and feedback. Their goal is to reduce frustration on both sides of the hiring process and rebuild trust.

Job ghosting is more than just a modern frustration—it reflects a deep failure in how companies engage with candidates. According to Axios, Greenhouse found that 75% of job seekers never hear back from employers after interviews, creating a cycle of disengagement. Automated rejection emails, while efficient, dehumanize the process, signaling to candidates that they’re disposable. Greenhouse’s plan to improve communication and provide actionable feedback is critical. As they state, "Companies can no longer afford to treat candidates like numbers."

60% of candidates ghost employers after feeling neglected during the hiring process. Greenhouse’s approach focuses on making hiring more meaningful, recognizing that a simple email or call can make the difference between winning-over top talent and losing them to a competitor.

Talent Management 101 (TM101)

Gallup's guide on the employee journey outlines seven stages of the employee life cycle:

1. Attract

2. Hire

3. Onboard

4. Engage

5. Perform

6. Develop

7. Depart

Each stage represents a critical touchpoint that affects employee engagement, satisfaction, and productivity. By focusing on each phase, companies can create a positive employee experience that drives long-term success. A well-managed employee life cycle ensures both employee satisfaction and organizational growth.

The develop stage focuses on continuous growth and learning opportunities for employees. This phase is crucial for keeping employees engaged and motivated. Organizations should provide personalized career development plans, regular training, and opportunities for advancement. When employees feel their growth is supported, they are more likely to stay committed to the company.

• Offer Career Development Paths: Create clear growth plans for long-term career progression.

• Provide Continuous Learning and Training: Offer regular training to enhance skills and promote development.

• Foster Mentorship and Coaching: Establish mentorship programs to guide employee growth.

• Set and Revisit Growth Milestones: Regularly assess progress to ensure employees meet their development goals.

• Encourage Ownership of Development: Empower employees to take charge of their learning and growth.

The Plug

This newsletter is brought to you by AstutEdge, a consultancy dedicated to developing and deploying a people-first talent management culture. We solve both obvious and hidden challenges by optimizing performance, engagement, and development across the entire HR, People, and Talent spectrum.

How We Help:

• Optimize Team Performance: Implementing tailored strategies that improve efficiency, engagement, and collaboration.

• Develop Leadership: Nurture leaders who inspire and drive organizational success through targeted development.

• Enhance Employee Experience: Boosting morale and retention with data-driven engagement programs.

• Improve Organizational Culture: Providing insights and solutions to create a positive, high-performing work environment.

• Increase Business Growth: Aligning talent management practices with business goals to drive innovation and growth.

• Strengthen Collaboration: Facilitating team cohesion through CliftonStrengths-based coaching and development.

This plug is shameless and should be shared widely. If your organization or a partner organization could benefit from talent management support, we’d love to help!