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.
Development
Give people a reason to grow with you, not somewhere else
Development puts feedback, mentoring, learning, and goals in one place — personalized to how each employee actually wants to grow. People take ownership of their careers. Managers coach with real context. HR builds pipelines without chasing anyone.
Why organizations like yours use Development
When employees say they left because of “lack of growth,” they usually mean they couldn’t see what to do next, didn’t have the tools to do it, or didn’t feel supported. Development fixes all three.
People leave when growth is invisible
If someone can’t see how to develop inside your company — what skills to build, what roles to aim for, what actions to take — they’ll find a company where they can. Development makes the “what’s next” concrete.
Generic programs don’t drive real growth
Mandatory training and annual reviews don’t move the needle. People grow when development is personal, continuous, and connected to where they actually want to go. That’s what Personalize, Feedback, and Mentor do together.
Managers need more than good intentions
Most managers want to support their team’s growth but lack the tools and context to do it well. Add the optional Coach module to give leaders a clear view of each person’s development, coaching prompts, and follow-through tools.
One place for everything that drives growth
Development starts with what people care about — their values, motivators, and aspirations — and builds from there. Not another program pushed at them.
Resources
A one-stop shop for all the tools and resources employees need to excel in their professional journeys.
- Puts employees in the driver seat of their career growth.
Personalize
A series of gamified tools called FuelFactors that enable employees to gain insights into their strengths, preferences, and growth opportunities.
- Sets the foundation for personalized career development that aligns an employee’s aspirations to the needs of the business.
Feedback
Empowers employees to request and provide targeted insights on skills.
- Fosters a culture of continuous learning and development.
- Creates a safe and transparent environment for ongoing performance discussions and growth.
Mentor
Connect employees with suitable mentors based on skills, experience, and goals.
- Support employees in their professional development and helps them navigate career challenges and opportunities.
Learn
Provide employees with access to relevant learning resources and opportunities.
- Empowers employees to acquire new skills and knowledge that aligns with their career aspirations.
- Makes it easy to connect need for new skills to action.
Coach
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.
“One of the big ways Fuel50 is helping us close our skills and capability gaps is predominantly through identification. It enables you to see those skills, see those gaps, and then gives the HR and L&D teams the ability to design interventions that are going to help close those gaps.”
Nick Holmes
VP of Employee Experience
Fishawack Health
See where Development delivers outsized impact
You’re running 6 standalone mentoring programs that don’t talk to each other.
Development consolidates mentoring into one skills-based matching system. Cross-functional connections happen automatically. HR stops playing matchmaker.
A manager has a development conversation but has no context on their direct report.
Development gives them a view of each person’s self-discovery data, skill feedback history, and goals. The conversation starts with real information, not “so… where do you see yourself in five years?”
An employee in finance wants to move into product but doesn’t know where to start.
Development shows them the skill gaps between their current role and target, connects them to a mentor who made a similar move, and recommends learning tied to the specific capabilities they need.
How Lennox Increased Internal Mobility And Employee Tenure Using Fuel50
On average, at Lennox, 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. Each goal added to an IDP was linked to 25 extra days of tenure, and each developmental action to another 17 days. Even a modest level of engagement—just a few goals and actions—could easily translate into an additional year of tenure for an individual.
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.
Build the growth engine your people will actually use
Development FAQ
Development addresses skill gaps, disengagement, and low internal mobility by giving every employee a personalized growth path and tools to act, leading to higher productivity, improved engagement, and reduced attrition. It also builds future-ready pipelines by aligning employee development to business needs and tracking growth over time.
Development is the growth engine: it centers on Resources, Personalize, Feedback, Mentor, and Learn to help people build the skills and confidence for what’s next. Gigs is experiential work-matching, and Mobility focuses on role transitions; both benefit from the skills and readiness built through Development.
Add Coach to equip leaders with coaching views and tools that strengthen career conversations and accountability. Add Learn+ to serve AI-matched, career-focused learning from your LMS; this requires Skills Architecture to align learning to role- and skill-needs.
The Workday Connector supports outbound syncs for Goals/Actions and Feedback, and inbound flows for learning and vacancies to keep performance and development aligned in the flow of work. The Workday Goals Outbound integration mirrors Fuel50 development goals and milestones into Workday so they’re visible during performance check-ins.
With Coach, leaders see employee insights and coaching tools that make career discussions clearer, fairer, and tied to business priorities. Development activity also flows into Insights so leaders can see feature adoption and skill-growth impact across teams.
Insights maps Development activity into dashboards like Feature Adoption, Drivers of Skill Growth, Skills Gained/Retained, and Feature Impact to show both usage and outcomes. The new Insights product is designed to quantify value stories (e.g., skill growth, internal movement, engagement signals) and is more impactful as more modules—like Development—are in use.
Delivery includes dedicated project management, defined configuration/testing cycles, and value and skills strategy consulting (Value Blueprint, post‑launch analyses) to tie Development to measurable outcomes. You’ll also get post‑launch configuration hours and knowledge base access to sustain improvements.
Top Resources
Learn more about the industry and insights from the Fuel50 Team
Fuel50 Unveils Insights: The Executive-Ready Analytics Platform Reinventing Talent Intelligence
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 Honored with Bronze Stevie® Award at 2025 International Business Awards®
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 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
Empower employees to develop the skills they need now and in the future
