In today’s fiercely competitive market, businesses need more than just a strong EVP and attractive benefits package to retain top talent. What really makes the difference? Career strategies that are crystal clear, competency frameworks that truly reflect what’s needed to thrive, and career pathways that energise and excite people at every stage of their journey.
There is plenty of evidence to show how impactful careers can be such as:
- 93% of employees say they would stay at a company longer if it invested in their careers – LinkedIn Workplace Learning Report
- Organisations that offer career development opportunities see a 24% increase in performance and a 34% higher employee retention rate – Gallup State of the Global Workplace
- 70% of UK employees say they would be more likely to stay at a company if there were clear career development opportunities – CIPD Employee Outlook Survey
And there is clearly more that organisations could do…
- Only 17% of employees say their organisation offers a clear career framework – PwC Workforce of the Future Report
- 74% of UK employees say they want more visibility into internal career opportunities – Hays UK Salary & Recruiting Trends Report
With businesses focusing on critical components of retention, engagement, productivity and profitability, careers could be the silver bullet they could be looking for that enables their teams to really thrive.
This is exactly what we helped the Cell and Gene Therapy Catapult (CGT Catapult) do, and the results speak for themselves. So, if you’re looking to evolve your career methodology, build competency frameworks that stick, and align organisational growth with individual development, keep reading. This case study blog might just be your blueprint.
Why CGT Catapult knew it was time for a change
CGT Catapult is a powerhouse of innovation in the life sciences space. With over 400 experts collaborating across academia, industry and healthcare, they’re on a mission to accelerate the delivery of life-changing advanced therapies. But like many rapidly growing organisations in technical industries, they hit a talent development crossroads.
Despite a strong reputation and clear organisational vision, CGT was facing an all-too-familiar problem; talent was leaving. Attrition was high, attraction was getting harder, internal movement was low, and people just weren’t seeing the full potential of their roles. After a comprehensive review of their People Strategy, they identified a key gap, the need for a robust, scalable, and inclusive careers methodology.
The goal? To support internal mobility, empower career growth, and build a culture where every employee could see a future at CGT Catapult.
Diagnosing the real issues behind struggling retention
When CGT approached Let’s Talk Talent, we knew we needed to get under the skin of the challenge. Through in-depth interviews with the HR team and deep analysis of exit data, the reasons behind high turnover became clear.
- There was a lack of clarity around the skills needed to grow.
- Managers struggled to guide career development conversations effectively.
- Employees couldn’t visualise their future within the organisation, or across it.
In a high-stakes talent market where skilled professionals were being poached for minimal salary bumps, this lack of visibility and structure was costing the business dearly.
That’s where we came in.
Our Approach: From discovery to activation
We designed a simple, scalable methodology that could flex to the unique complexities of the organisation. With such a diverse workforce, from logistics to highly technical scientific roles, one size wasn’t going to fit all. So, we started with a pilot model that focused on two polar opposite business units.
Here’s how we did it:
Discovery – We combined qualitative insights from interviews with robust quantitative data to understand success factors across roles. What does it really take to thrive at CGT, not just on paper.
Analysis – We assessed where the gaps were. Who needed to be involved? What skills and behaviours were vital in each part of the business? This led to more targeted focus groups and leadership interviews.
Framework & Career Map Creation – Using our STAR model (Skills, Training, Attributes, Relationships), we developed tailored competency frameworks and career maps. We facilitated working groups to co-create clear progression pathways, both vertical and lateral, to showcase the full spectrum of opportunities within and across CGT.
Playbook & Training Rollout – We packaged everything into a clear, bitesize playbook including career pathways, practical tools, and guides for managers and employees. We also developed a high-impact Career Conversation training course to embed these tools into everyday development discussions.
And the result? A repeatable, future-proof model that aligned individual growth with CGT’s broader ambitions. Check out a more detailed view of our approach in our recent Career Planning Whitepaper or our Career Mapping Guide.
Key lessons along the way
We learned a lot through this journey.
- In technical teams, starting from scratch can be a blocker. Presenting a ‘straw person’ draft sped things up and made engagement easier. Visualisation and creativity is much stronger when people have something to build from.
- People didn’t always see career possibilities outside of their current team. We had to bring cross-functional leads into the conversation to build visibility, and showcase the transferable skills.
- Keeping momentum on long-term change programmes is tough. But by embedding this project into recruitment, L&D and performance processes, we made it impactful and sustainable.
Real results that speak volumes
We always say career strategies aren’t ‘nice to have’, they’re your people engine. The impact from this project is living proof.
Here’s what happened in just 12 months of the pilot phase:
- 20.13% drop in attrition, from 30.66% to 10.53%
- 25% of the pilot cohort progressed into more senior or specialist roles
- NPS score of 38.5 for our Career Conversations training, well above the target
- Career development is now seen as fluid and multi-directional, not just vertical
This wasn’t just a framework. It was a transformation.
Embedding for the long term
Since the pilot, the methodology has been rolled out across CGT’s business units. We’ve trained their internal teams to adapt and evolve the frameworks over time, making the work we’ve done truly future-fit.
The frameworks and career maps are now embedded across the entire employee lifecycle from recruitment and onboarding, through L&D and performance, all the way to succession planning.
By designing for diversity and inclusion from the ground up, we’ve helped CGT create a more equitable and empowering workplace. And the best part? It’s only the beginning.
Final Thoughts: Are you ready to energise your people?
When we first met the team at CGT Catapult, they wanted something simple, impactful and sustainable. What they got was a partner who worked hand-in-hand with them to build a lasting change.
“The change is really noticeable. The attrition rate went down by a staggering 20.13%, going from 30.66% to 10.53% in the space of eight months, and that’s just one metric! Setting the right foundations was such an enabler for the future.”
Kathy Varley, Senior L&D Business Partner, CGT Catapult
If your organisation is ready to get serious about retaining top talent, let’s talk.
Whether you need help building a career development strategy, evolving your competency frameworks, or aligning your business goals with employee ambitions, Let’s Talk Talent can help.
Because when people see a future, they stay. And when they stay, they thrive.
Ready to energise your career strategy?
Explore how we can support your business with career pathways, frameworks, and future-focused talent solutions. Visit our website or book a call.