Nicola Grant, chief people officer at UK insurance provider Hiscox, says she’s noticed a broader shift in how people think about their careers.
Increasingly, individuals – particularly earlier in their careers, she says – want to build a breadth of experience faster, rather than follow a single, linear path. They are building a portfolio of skills.
She’s also found there’s a greater willingness among younger employees to move if they feel their development is slowing, or their options are limited.
“Expectations have changed; people want variety, pace and to build skills that will remain relevant,” she says, “It’s about a desire for growth.”
“That ultimately benefits both the individual and the organisation,” she adds.
Lucy Kemp, a strategic brand and communications leader at the IT company La Fosse and an employee experience specialist, agrees.
To her, lily padding is the future of work, not just a trend, as people who follow the tactic try to reach more senior roles and higher pay.
“Younger people have seen that loyalty doesn’t pay off,” says Kemp. “They want to shape their own careers, based on skills they value.
“There’s a different sense of achievement compared to older generations, a completely different experience of work,” she says.
Kemp also points out that learning in the office from peers isn’t occurring as much since the pandemic, with people working from home and AI taking over basic tasks.
Instead, people are looking at skills that will be relevant in five years’ time. And they’ll get them by switching to a project on another team, a switch to another sector, or a job at another company, Kemp says. “People just want to learn something new and have a purpose.”
That’s how Harris-Nelson feels. “I see my career as an ongoing journey rather than a destination,” she says. “I’m always learning and growing.”
