Employee performance reviews are one component of the employee performance management process but they are an important part. Completing performance review and holding meaningful performance review discussions gets a lot of attention during certain times of year from managers who need to complete them and HR leaders who need to ensure they get done.
The Talent Review process critical component of Succession Planning and Talent Management. Talent Review provides an opportunity for a leadership team to get together and discuss the performance and potential of the talent pool. Organizations frequently use a variation of the 9 box grid as a tool to facilitate discussion and make talent decisions. The 9 box is a simple, yet powerful, tool to facilitate Talent Review discussions.
Use the 9 Box to Develop Talent in Succession Planning, Part 2: Developing those with Future Promise
In Part 1 of Use the 9 Box to Develop Talent in Succession Planning: Development at the Top, I outlined a set of recommendations for development individuals who have been identified as having high potential - those individuals who would be placed in the top row of the 9 box grid. In this installment, I will examine those in the center - individuals who have demonstrated some future promise and have been deemed as having a moderate level of potential. Talent development as part of the succession planning process must be individualized to meet the unique needs of each leader.
The much anticipated premiere of Mad Men Season 5 is March 25th. There are many reasons that die hard fans are drawn to the series, especially the charisma of Don Draper. Set in the mid-century workplace, Mad Men illustrates how many things have changed in organizations. Smoking is now forbidden and continental breakfast during meetings does not include Bloody Marys.
The Academy Awards are just a few days away and I have to admit that I am excited….primarily because of the fashion. I admit that I have not seen a movie in an actual theatre in at least three years and have only seen one current movie this year (Bridesmaids). Nonetheless, the Oscars mark the end of award season in Hollywood. All of the rich and famous can start eating again. The winners can bask in the glory of their stardom and wait for the scripts and high salaries to roll in.
What seems like MANY years ago, while in my first corporate HR job, I was thrilled to be given the opportunity to lead the company’s succession planning process. In years past, succession planning had been a behind-the-scenes, secretive process but senior leaders were open to building a new process focused upon development. Wow – I was excited. What’s more, we created a powerful Microsoft Access tool to store the talent assessment data (albeit, I had to bring in temps to hand enter the assessment data that was collected on expensively printed surveys) and allowed us to search and track leaders across the company. We were at the fore front! I thought that I had at last seen the end of the Succession Planning Binder/s. Oh, how I was wrong.
In order to come out a winner in the global talent crisis, companies must attract high performers with the skills necessary to lead the organization into the future, as well as retain high performers. Failure to take action on low performance, taking the necessary steps to bring about improved performance or move low performers on to better fitting positions or out of the organization, will greatly reduce a company’s ability to win.
Have you set the stage for high performance in 2012?
The new year is well underway. It is time to stop planning and start executing. The question is: Have you set your team up for success? The January, 2012 edition of viaPeople Insight contains a collection of articles aimed at helping you clarify performance goals and plan your employee performance management process for the year ahead, written by viaPeople's team of industrial organizational psychologists.
"Social" has transformed our world! Are we ready to go social when it comes to employee performance management?