The metrics that matter for skilling investments — and the ones that don’t

To measure the evolving goals of L&D or talent initiatives, look to outcomes over outputs.
Matthew J. Daniel

Matthew J. Daniel

June 6th, 2023

First things first, what are your current L&D goals?

Five years from now, 44% of worker’s skills will be disrupted. 

The goal of career mobility should be to build the skills needed for the future of work and to fill internal talent pipelines for in-demand roles. 

To measure new goals, look to outcomes over outputs.

Top outcomes include promotion rates, job placement rates, and career changes

1. Promotion rates

2. Job replacement rates

3. Career changes

One third of open positions are filled by internal candidates at JP Morgan Chase.

Environmental and Social Governance Report, JP Morgan Chase, 2021

Mobility can supercharge your talent strategy in more ways than one. 

Two-thirds of workers want to move into a new role, and more than half of them hope it’s at their same company.

Guild's American Worker Survey

Employers are leveraging career advancement opportunities to improve their value propositions. 

HR can better predict talent pipelines with clear mobility metrics. 

Measure what people become — not just what they learn — and the ROI will follow.

  1. As of June 2022
  2. Guild’s internal data over the last 12 months as of 01/01/2023 from employers who have provided the required data for at least 13 months post launch
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