How Lennox Increased Internal Mobility And Employee Tenure Using Fuel50
Products:
Company HQ: Dallas
Industry: HVAC Manufacturing
Company Size: 8,000+ Employees
“Filling out my IDP helped me see where to focus. I’m now in a stepping-stone role toward talent management.”
10.7%
more internal moves driven by goal setting and action-tracking
21%
lift in mobility delivered through career coaching
~5
months of additional tenure added by each internal move
In this story
Lennox (NYSE: LII) is a leading provider of innovative climate control solutions for heating, ventilation, air conditioning, and refrigeration (HVACR) markets.
Beginning over a century ago, Lennox has built a strong heritage of Innovation and Responsibility. Their position as an innovation leader continually inspires them to promote more efficient energy use and a healthier environment through their product operations. Their engaged and diverse workforce is committed to providing climate control solutions that provide the most value and comfort for their customers.
They are proud to have instilled a shared sense of responsibility and commitment among our approximately 10,000 employees located throughout North America and Asia. Lennox is publicly traded on the NYSE and has paid steady dividends on profits. (LII)
The Corporation's brands include Lennox, Allied Air, Armstrong Air, Heatcraft, Ducane, Magic-Pak, and Friga-Bohn.
Lennox is an Equal Opportunity Employer and supports a diverse, inclusive work environment.
Business Challenge
Retention was the goal, but lack of visibility was the obstacle.
Lennox didn’t pursue internal mobility as an end in itself. The goal was retention. They wanted to keep talent longer and knew that meant helping people grow within the business. However, visibility stood in the way. Many employees didn’t know what roles existed beyond their current teams or which skills they needed to move forward.
Development plans lived in the LMS but weren’t connected to real opportunities. HR and operations leaders did their best to guide career conversations, but without a centralized system, efforts lacked consistency and scale.
Lennox needed a way to make growth visible, accessible, and measurable — for everyone.
Solution
Fuel50 made career growth visible, measurable, and accessible.
To solve the visibility gap, Lennox implemented two core Fuel50 experiences: Journeys and Goals. Together, these features helped employees not only imagine their next step but take measurable action toward it.
Journeys: Turning exploration into direction.
Fuel50’s Journeys feature gave Lennox employees a personalized, visual roadmap of where their careers could lead. By revealing recommended roles based on their skills, aspirations, and developmental goals—and clearly identifying the skill gaps—it turned career growth into a clear, guided process.
Journeys both sparked discovery and produced clarity. It helped employees align their ambitions with existing roles and take meaningful steps forward.
Goals: Making growth actionable.
Once employees could see where they were headed, they needed a way to move. Fuel50’s Development Goals feature—known internally as Individual Development Plans (IDPs)—let employees set clear career objectives and log concrete actions to achieve them.
This turned career planning from passive paperwork into an active, trackable process. And it made a measurable impact: employees who set goals and actions were 10.74% more likely to move internally. In talent management, even a 5% improvement is significant, so at over 10%, the impact stood out.
“The structure of my IDP made all the difference in my career move.” – Danielle Allen, Residential National Account Advocate at Lennox
Career coaching: Turning plans into progress.
Setting goals established direction, but follow-through required support. Lennox scaled coaching through structured manager check-ins, peer conversations, and mentorship pairings, giving employees the human touchpoints they needed to stay on track.
That layer proved to be the difference between intention and action: employees who set goals and engaged with mentors were 21% more likely to move internally.
Fuel50 provided the platform. Coaching created momentum.
Results
The measurable impact: How goal setting and coaching led to 4,800 internal moves and added up to 2,000 years’ worth of retained talent.
Beyond platform usage and anecdotal feedback, the impact of Fuel50 was visible in business-critical outcomes.
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.
That movement was the result of an intentional system that encouraged goal setting, enabled career conversations, and, crucially, connected employees with the right mentors to guide them forward. Fuel50’s intelligent mentor-matching helped turn aspirations into action, giving people targeted support from those who’d previously walked the path.
Goal setting not only guided career growth but also extended it. At Lennox, 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.
This is the power of a retention flywheel — and once it started spinning, the results compounded.