Org Chart, Schmorg Chart
Waiting for your manager to retire, leave the company, or go missing while on safari isn’t a healthy career goal. Bridge helps managers and employees think beyond titles and job descriptions, have substantive conversations about employees’ skills, goals, and passions, and make career development plans based on growth and performance.
Managers & Employees With Bridge
Employees aren’t sure where development resources are located or how to access them.
Employees have easy access to a one-stop shop for their career development tools.
Employees have career destinations in mind, but no idea how to reach them. Managers want employees to grow, but lack the skills to help them.
Mentoring and coaching tools help managers respond quickly and effectively. Managers and employees have honest conversations about career planning.
Employees want to stay with the company, but need to feel like they’re there for a reason.
Managers can give employees a sense a purpose by connecting their individual goals to a defined career trajectory, and to team and company goals.
Why do people quit? Many times, it’s related to their managers. In 1:1s, you can’t ignore questions, you have to offer feedback, and you have to focus on the person you’re talking with. Everyone who participates in a 1:1 learns how to work with and approach the people in their network. This helps managers focus on not just what’s urgent, but what’s important, like identifying opportunities for all of our people to grow and develop.
Charles Castonguay, Golden Nugget, Director of L&DRead Story
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In order to outperform the competition in today’s fast-paced business climate, employees need to engage in continuous learning. The organizations that are constantly ahead of the pack are those that value personal and professional growth as highly as they value profit.
Coaching and Mentoring
With Bridge Perform, managers can identify employees whose skills can make them valuable mentors for peers. Bridge Practice offers even more insight into potential mentors by identifying top performers in course-specific leaderboards. Managers can also use Practice to provide meaningful feedback during and after video assessments and practice courses.
1:1 Manager & Employee Relationships
Ever feel like the annual performance review is an extremely inadequate way to assess a year of work? Build relationships that encourage regular conversations about things that matter, like long-term career trajectory and areas for skill development. Then work together to chart career development plans.
Create teams that have a built-in sense of belonging and foster a strong understanding of individual and team goals. This helps employees work without friction and understand how they collectively contribute to the success of the organization. Way more effective than trust falls.
Create career development programs that keep employees’ skills relevant. Managers can increase employee satisfaction and retain top talent by integrating development opportunities into everyday activities. (That’s what we call a two-fer.)
Pre-Built Questions & Agenda Templates
These conversation-starters can help get the ball rolling on continuous, meaningful, organic interaction between managers and employees.
Targeted Learning Pathways
Create learning opportunities that focus on developing high-priority skills that will help employees progress on their career paths.
Employees can chart their goals and learning, document their successes, and ultimately own their development. Learn more.
Encourage frequent practice of soft-skills and messaging using Bridge Practice. Learn more.
Onboard new reps with content that highest-performing reps use to succeed with Bridge Learn. Learn more.
Bridge Retain systematically helps reps retain more information with customer follow up quizzes. Learn more.
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Learn more about how managers and employees use Bridge to improve relationships and engagement.
Onboarding, Usage, and Adoption: The Culture of Learning
Create a culture of learning that attracts and retains the best talent for your business.