On average, each internal move added five months of tenure. Multiply that across Lennox’s 4,800 tracked internal moves, and the company effectively retained more than 2,000 years’ worth of institutional knowledge.
Coach
Consistent coaching. Zero HR drag.
Coach gives HR confidence that managers are coaching from the same playbook, at scale. Managers get skills signals, talking points, and next steps right in the flow of work. Coaching gets sharper and more consistent. HR steps out of chase mode and into strategic oversight.
Turn skills clarity into everyday coaching
Give managers individual employee context and a live team skills view in one place, so they can focus, coach, and act fast — all in the flow of work.
Better 1:1s start with the full story.
Leader View gives managers a complete, employee-level view. Coaching stays consistent, personal, and tied to real progress
- Run better 1:1s: Put signals, history, and priorities in one place. Walk in with context. Get specific fast.
- Turn coaching into follow‑through: Capture feedback, goals, and reminders in the moment. Keep momentum moving after the meeting.
- Keep HR and managers aligned: Connect individual goals to business objectives and track movement over time. Build coaching HR can trust, with alignment you can prove.
See team potential. Act on it.
Team Skills View gives managers a clear, role-aligned picture across direct and indirect reports, plus guidance on where to focus next.
- Reveal true capability: Spot strengths, gaps, and emerging risk across the whole team structure, bench marked to role expectations. Coach and plan with confidence.
- Turn insight into direction: AI summarizes what’s happening in team skills and recommends the next focus areas. Less dashboard decoding. More leading.
- Build coaching into the workflow: Request input, prompt feedback, keep development moving. HR gets fewer interruptions, stronger adoption, and more consistent leadership habits at scale.
Why organizations use Coach
Manager quality is one of the biggest drivers of performance, retention, and culture. It is also one of the hardest things to standardise. Coach gives managers the signals, context, and next steps to coach well in the flow of work. HR gets consistent coaching at scale, without becoming the reminder service.
Make coaching repeatable
Fuel50 Coach builds a consistent coaching rhythm across teams. Leaders know what to focus on and what to do next. HR gets alignment at scale, without another program.
Catch issues early
Most issues don’t show up overnight. Coach helps managers spot early disengagement and act in 1:1s. Support shows up sooner. Retention stays stronger.
Make priorities stick
If goals don’t show up in manager conversations, strategy slips. Fuel50 connects coaching to clear objectives and real momentum. HR gets accountability with less chasing and fewer “can you translate this?” pings.
“One of the things we’re emphasizing now is the shift from thinking operationally to thinking in terms of leadership and management. Team Skills View makes it much easier for our managers to validate their employees skills assessments in the flow of their work, which builds confidence in the verity of our skills data.”
Miles Smith
Senior Manager – Talent Management
Rush Enterprise
Success Stories
Fuel50 is partnered with over 80 industry-leading brands.
University of California, Irvine
UCI is a strong advocate for learning, development, growth, and progression for students and employees alike. To ensure their employee experience is adequately supporting the needs and wants of their people, UCI conducts regular engagement and culture surveys.
CarTrawler
The team at CarTrawler noticed a common theme in their feedback surveys over the last few years – employees were craving career growth and development, but they lacked visibility into where those opportunities were and how they could access them. Marie Power, Director of Talent at CarTrawler, knew a complete…
Smartsheet
As Smartsheet continued to expand and grow, employees needed increased visibility into the opportunities available across the organization so they could discover future career paths, drive their own development, and take charge of their careers.
KeyBank
KeyBank needed a more modern way to align all employees across the organization, help them stay connected, feel included, and give everyone across the enterprise insight into their skills and capabilities.
Telecommunications Story
With Fuel50, this organization has created robust and diverse talent pipelines and made significant progress in succession planning across the business. Their HR department is now ready, armed, and able to focus on employee engagement and growth.
Relayr
As a fast-growing company in a highly competitive market, Relayr understands the importance of retaining skilled talent and they needed a solution that would broaden both their internal talent mobility and talent identification efforts.
Avalere Health
Avalere Health needed a way to scale skill identification in a highly acquisition-focused environment and understand what skill gaps they will need to close, to be future-ready. As a result, their overarching talent strategy needed to evolve.
NetApp
NetApp was looking to find a way to future-proof their talent. They wanted to enable and support internal talent mobility throughout their organization to ensure that they were developing and retaining their people.
Allied Irish Banks (AIB)
With a 94.72% uptake of the Fuel50 software and a new career structure, employees at AIB were empowered to develop their careers. Explore new opportunities, move in different directions, and progress in exciting ways.
Find out how Coach can transform your business
Coach FAQ
Fuel50’s Coach helps managers coach well in the flow of work. It turns everyday leadership into a repeatable system: clear signals, clear next steps and real follow‑through. HR doesn’t have to chase, translate, or stitch it all together.
Coach is for people leaders (frontline to leaders of leaders) and the HR teams supporting them. Managers run better 1:1s and act faster. HR uses Coach to scale consistency, raise coaching quality, and reduce escalation noise.
Most dashboards show information. Coach drives action. Coach combines: an individual-level view for better 1:1s, feedback, goals, and coaching follow-through a team capability view that makes skills gaps and strengths visible across reporting lines
Coach helps managers move from “I see it” to “I’m doing something about it” – with less process and more progress.
No. Coach is built to reduce HR overhead. Managers can self-serve the context and next steps, so HR gets fewer “what does this mean?” pings and more time for real impact.
Coach needs accurate reporting lines, so the right managers see the right people. Fuel50 connects to the talent data you already use (goals, feedback, skills signals), depending on enabled modules and your integration approach.
Top Resources
Learn more about the industry and insights from the Fuel50 Team
Fuel50 Simplifies Skills Creation, Mapping, and Governance, Saving Organizations Over 500 Business Days
LSEG Wins Prestigious Brandon Hall Group Award for Excellence in Technology
Fuel50 Partners with Visier to Drive Skills-Based Workforce Planning and Career Growth via Open Skills Initiative
Fuel50 and GTH Forge Strategic Partnership to Accelerate Skills-Powered Workforce Transformation Across Europe
Fuel50 Honored with Bronze Stevie® Award at 2025 International Business Awards®
Fuel50 Unveils Insights: The Executive-Ready Analytics Platform Reinventing Talent Intelligence
Fuel50 Named a World Top WorkTech Vendor for 2025
Fuel50 Announces Launch of ‘Succession’: Modernizing Skills-First Succession Planning for Agile Enterprises
Fuel50 Unveils Bold Rebrand, Positioning Itself as Leader in Solving the Global Skills Crisis
Award Winning Talent Intelligence Company Fuel50 Unveils ‘Skill Inventory’: Revolutionizing Skills Management
Scale better leadership without adding more admin.
