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Career-literate employees contribute more.

Don’t wait until your people are leaving to equip them with valuable career-management skills.
Start early, and reap the rewards.

1. When  people join

Demonstrate that your organisation takes career management seriously.

Make sure new joiners optimise the first 90 days in their new role. And make sure everyone undertands the opportunities available to them.

2. During employment

Support both managers and staff to have more effective – and ongoing – career conversations.

Upskill key talent to grow their personal brands. Help all employees to future-proof their careers.

3. During career transition

Make sure people know how to navigate career change inside or outside the organisation.

Support people to transition to different employment models. Provide excellent outplacement programs and support.

Why career management matters.

In Australia, the average time spent in a job is only 3.3 years.
A third of workers are now contractors, freelancers or self-employed.
Smart employers know that online career development programs benefit their business.

It makes it easier to manage change

Restructuring and downsizing are less challenging when your workforce is already career-literate, and you have excellent career development programs in place. Become a more agile organisation with a more agile workforce.

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It boosts attraction and retention

If people understand how they can progress their careers within your organisation they’re more likely to join your organisation and stay longer. This reduces costs, boosts productivity and protects institutional knowledge.

It drives employee engagement

Key-driver analysis consistently shows that career development is the second-most important factor in employee engagement after recognition. Engaged workers are significantly more productive on every measure.

It reveals hidden potential

Career conversations often reveal talents, ambitions
or ideas that managers didn’t know their people had. Moreover, succession planning is easier when an organisation understands its people’s talents and aspirations.

2000 Mondays transformed the way we manage outplacement.

Their workflow system enabled us to automate a lot of our processes, which had huge benefits. In the first year alone, the productivity of our career transition specialists improved by 100%.

We chose 2000 Mondays because they were Australia-based and, as a technology business, we wanted to embrace a digital solution. They were the only provider who could supply both a workflow system and mobile-friendly online learning.

One of the things that’s really impressed me is that they update their content, and produce new programs, all the time. They also stay ahead of the trends in career management, and that means we do too.

Working with 2000 Mondays has been super-easy. They make sure they understand what we need, and they deliver it quickly. And I like that they really care about the user experience. It makes us feel confident offering their products to our people when they most need support.

Allison O'Connor

Head of Recruitment Services, Telstra

People have taken control of their careers with our help.

How can we help you?

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