people
41,000+
Employees
domain
Industrial Manufacturing
Industry Vertical
public
Global
Region
healing
Career Progress
Solution
Company HQ: Davidson, North Carolina
Industry: Industrial Machinery Manufacturing
Company Size: 10,000+ Employees
We really wanted to say, this isn’t about changing where you fit in the organization. This is about your development and how we can help you grow and be the best you can be here in the company.
38.7% to 55%
Increase in Internal Recruitment
11%
Improvement in Career Conversations
5%
Improvement in Engagement Scores Among Engineers
In this story
With a history dating back to 1871, Trane Technologies (formerly Ingersoll Rand) and its family of brands represent a proven history in construction and mining, industrial, and commercial markets. Through acquisitions, innovations, and customer focus, today’s Trane Technologies offers market-leading solutions and services that enable customers to create progress through a variety of industries and markets that touch everyday life.
“Our success is enabled by the commitment and dedication of our employees globally. To help our employees grow, we believe it’s vital to strengthen their engagement and develop their skills and leadership capabilities.” – Trane Technologies Leadership
Trane Technologies is proud to offer countless opportunities to build a successful and rewarding career.
Business Challenge
Improving the employee career experience to increase the overall engagement of Trane Technologies’ workforce and better recruit, develop, and retain talent. Employees had communicated their desire for a greater focus on career development through the annual employee engagement survey.
Survey Results
Growth and development areas that offered an opportunity to improve:
- “I can achieve my career goals at this company.”
- “I am supported in taking advantage of available career opportunities.”
- “The company has effective processes for developing people.”
Initiative
An enterprise-wide initiative called Career Progress that introduced a new Career Framework and new Career Management resources, including Success Profiles and MY CAREER NAVIGATOR (Fuel50 platform), to salaried employees.
The Vision
Provide an experience for employees that creates interest and excitement for flexible and mobile career possibilities
Empower employees to manage their careers through information and tools they accessed via a world-class technology interface
Enable managers to coach their employees through career conversations based on the solid foundation of a globally consistent job architecture that standardizes roles, levels, titles, and rewards
Give managers autonomy to manage employee rewards through informed and economically responsible decision-making
Communications
- For the Leaders – Overview presentations delivered at many different leadership and organisational meetings.
- For the Employees – eCards, emails, intranet articles, videos (animated, testimonial, and training), printed materials, online training, live Q&A calls.
Solution
The core solution components of Career Progress include:
Career Frameworks
Career Streams – Differentiate career types
Bands – Differentiate jobs based on scope, scale, accountability, and complexity
Each employee is able to see the Career Streams and Bands for open positions. This enables more efficient movement of talent across functions, businesses, and regions.
Success Profile
Outlines the key experiences to be gained in a role, as well as the specific competencies needed for success. Employees may assess their skill level and see common career moves into and out of different roles to help chart their course. This information allows them to enhance their proficiency in their current role or prepare for future roles.
Career Navigator
Employees can gather insights on their career journey, including assessing their talents, mapping development actions, preparing for career conversations, and sharing insights with their manager.
- 24/7 access
- Translated into 6 additional languages in June 2017
Results
The introduction of Fuel50 drove a significant increase in internal mobility and engagement. Internal recruitment rose from 38.7% to 55%, highlighting a strong shift toward filling roles with existing talent. Importantly, the majority of this movement occurred at the lateral level, signaling greater opportunities for employees to broaden skills and experience across the business.
Survey data also reflected positive cultural shifts. Leaders in the pilot group reported an 11% improvement in career conversations, more than double the 5% improvement seen across the rest of the organization. Engagement scores followed a similar trend, with a 5% improvement among engineers in the pilot audience compared to 2% in the remainder of the business.
Together, these results demonstrated that Fuel50 was not only enabling greater career mobility but also creating stronger, more frequent conversations between leaders and employees—laying the foundation for a more engaged and future-ready workforce.