Fuel50

Every time someone leaves, you lose years of context that can't be replaced with onboarding. They know how decisions were made. Why certain processes exist. Which stakeholders to navigate. What's been tried before. That knowledge doesn't live in documentation—it lives in people. And when they leave, it's gone. Internal mobility solves this by keeping expertise inside the organization while still giving people growth. When someone moves from sales to operations, you don't lose their customer insights—you spread them to a new function. When an engineer moves into leadership, their technical judgment stays in the building. That's the retention math most organizations miss. Retention is about compounding institutional knowledge instead of constantly draining it. Build systems that let people grow internally, and you retain the expertise that makes your organization work. Last chance to register for tomorrow's session on how Lennox retains institutional knowledge through internal movement: https://hubs.la/Q03TFSdT0

Most retention strategies focus on preventing exits. The best ones create reasons to stay. There's a difference. Exit prevention is reactive—you scramble when people resign. But building a retention flywheel is proactive. You create a system where employees set development goals, get mentored on how to achieve them, move internally, and then start the cycle again. Each rotation of that flywheel compounds. The employee who moved six months ago now mentors someone else. The manager who sponsored talent once does it again because they saw it work. The system gets stronger every time it runs. That's how organizations retain thousands of years of institutional knowledge without chasing people with counteroffers. They make growth visible and achievable, so employees choose to build their careers internally instead of looking elsewhere.

We're building the 2026 State of Skills-Based Work report—and we need your insights to make it accurate. We're mapping how organizations are actually approaching skills-based strategies, what's blocking adoption, and where investments are headed next year. If you're an HR leader or talent strategist, your insights will help shape findings that thousands of practitioners will reference. Plus, you'll get early access to the topline data before it goes public, so you can benchmark your approach against what's actually happening across industries. Qualified participants get a $10 gift card as a thank-you. Take the survey: https://hubs.la/Q03SX3BB0

Your executives say mobility is a priority, your managers don't know what that actually means — and that disconnect is why your mobility program isn't moving anyone. When different parts of the organization define "mobility" differently, you can't execute on it consistently. HR tracks one thing, managers enable another, and employees expect something else entirely. Our new research, The State of Talent Mobility in 2025, quantifies exactly where this literacy gap shows up and what it costs you. We map where language breaks down, which manager behaviors actually unlock moves, and what employees say they want versus what programs typically deliver. This is a diagnostic that shows you where your execution is breaking and how to fix it with clearer definitions, better enablement, and lightweight ROI frameworks that actually demonstrate value. Download: https://hubs.la/Q03SJZFk0

What if your internal mobility strategy could actually be measured? Lennox built a career pathing system that doesn't just talk about growth—it tracks it, scales it, and sustains it. Join us on November 19th at 1 PM ET for a webinar where we share how they did it. During the webinar, Lennox's VP of Talent Management Lindsay Bedard and Fuel50 CEO Anne Fulton will share: → How mentorship programs drive measurable mobility → The dashboards that keep movement on track → Enablement strategies embedded in the flow of work Register: https://hubs.la/Q03Sx47t0

Your mobility program isn't failing because of technology. It's failing because your managers don't know how to sponsor moves, mentor effectively, or let go of talent without feeling penalized. The State of Talent Mobility in 2025 maps the exact manager behaviors that unlock internal moves—and the ones that quietly kill them. Inside, you'll learn: - The specific skills managers need (but rarely have) - How to prevent talent hoarding without policies that don't work - Workflows that make sponsorship feel natural, not forced Get the report here: https://hubs.la/Q03ShGtx0

"We prioritize internal mobility." Excellent. Can you prove it? Our new research uncovered a massive gap between what organizations say about talent mobility and what they can actually demonstrate. The State of Talent Mobility in 2025 reveals: → Where mobility understanding breaks down across the org → Why "caring about mobility" doesn't translate to evidence → The lightweight ROI spine you need to build credibility If you're tired of mobility being an aspiration instead of a measurable outcome, this report is your roadmap. Download it here: https://hubs.la/Q03ShDYr0

Is career pathing just another HR buzzword at your organization? At Lennox, it's delivering real results: a 21% higher internal mobility rate for mentorship participants. The secret? Making development visible and actionable—not buried in annual reviews. Join Lindsay Bedard (VP Talent Management, Lennox) and Anne Fulton (CEO, Fuel50) on November 19th at 1 PM ET to learn how they built a mentorship engine that actually moves people forward. You'll discover: → How to design mentoring programs that drive mobility → Leader dashboards that track what matters → Enablement strategies that stick in the flow of work Register: https://hubs.la/Q03S4pwK0

We just surveyed 312 professionals about talent mobility and found something wild: 1 in 5 employees had never even heard the term "talent mobility" before taking our survey. Think about that. Your company probably has a whole mobility program. Maybe you've got platforms, policies, career frameworks. But a fifth of your people don't even know what you're calling it. Here's where it gets worse: - HR thinks the company is ready for mobility (72% said so) - Employees? Only 60% agree - 25% of employees couldn't name a single person who's made an internal move Your mobility program isn't failing because it's broken. It's failing because people can't see it. The fix is honestly pretty simple: - Talk about it when you're hiring people - Share one internal move story every month - Give managers actual examples they can mention in 1-on-1s Mobility only works if people know it exists. Read more about our research here: https://hubs.la/Q03RX28F0

Most companies say internal mobility matters—but employees can't find it when they need it. Our State of Talent Mobility in 2025 study reveals why: 45.3% of HR leaders call mobility a top priority, while only 37% of non-HR employees agree. The priority exists at the top but never reaches the teams where moves actually happen. The fix? Treat mobility like a product launch: - Make it findable. Define opportunities in plain language employees actually use, not HR jargon. - Make it consistent. Give managers a simple cadence: sponsor one move, surface two candidates, and share one success story each month. - Make it measurable. Track internal fill rate, time-to-fill savings, and retention of critical skills so proof travels beyond PowerPoint. We just published The State of Talent Mobility in 2025 with the full findings and a practical operating rhythm you can implement this quarter. 👉 Get the report: https://hubs.la/Q03RJQWz0