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DEVELOPMENT PLANNING

Four Development Actions to Help Employees Grow, Plus Five Tips for Creating Effective Employee Development Plans

An employee development plan can help your employee close the gap between where they are now and where they want to be. Managers can play a crucial role in creating these plans and helping their employees succeed—especially if they maximize the impact of their plans by including practical development actions and following some best practices for development planning.
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DEVELOPMENT PLANNING

Key Components of a Successful People Strategy

A people strategy is an important element of any business plan. Learn more about what a people strategy is and the five key components that every successful people strategy should include.
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360 DEGREE FEEDBACK

HR in the Finance Industry: The Top 5 HR Challenges Facing Financial Services and Investment Firms

We conducted a survey to find out what challenges are having the biggest impact on our customers. Let’s look at their top five answers and how financial services and investment firms can combat these common issues. As with other industries, when it comes to financial services, HR challenges also reveal opportunities for positive change.
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360 DEGREE FEEDBACK

Three Reasons Employees Are Leaving Their Jobs and Three Strategies to Improve Employee Retention

Employee retention is a major challenge for companies right now across industries. And the talent shortage makes losing employees even more problematic. Let’s take a deeper look at the issue of employee retention and explore three common issues and their solutions. These strategies can help you manage employee retention and encourage employees to become even more engaged at work.
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HR SOFTWARE

Optimizing Your People Team’s Process for Employee Promotions

Promotion decisions can have a profound impact on the success of your employees and your company. And yet, while many organizations have invested in implementing consistent performance management processes, they have not taken the same steps with their management of employee promotions. If this is true of your company, consider the importance of an effective promotion process and how you can overcome obstacles with the right solutions.
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SUCCESSION PLANNING

Top 7 HR Metrics to Measure that Prove Succession Planning Is Working

Succession planning is key to promoting a successful future for your top performers and your company as a whole. Many companies are able to greatly improve their approach to strategic succession planning by investing in a software solution designed for this people management process.
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SUCCESSION PLANNING

How to Avoid Confusion About “Potential,” “Performance,” and Other Terms in the Talent Review Process

The talent review process is an essential component of the succession planning process. In other words, you need to evaluate talent on your team to identify top performers and those who can help lead the organization to success.
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SUCCESSION PLANNING

Everything You Need to Know About Assessing Retention Risk in the Succession Planning Process

Staffing naturally fluctuates over time, but you can do your part to mitigate these changes. Companies that pivot to prioritize their team and its development make retention risk management an important part of their operations, and you can too. Read on to learn about how assessing retention risk in the succession planning process can help you manage talent in your organization and plan for the future.
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SUCCESSION PLANNING

Identifying and Removing Blockers Using the 9 Box Grid

What is a Blocker? A blocker is an employee who is preventing or “blocking” others from moving into a key position. Key positions serve as critical steps in a career path or offer a unique set of developmental experiences required for other roles in the organization. Companies should seek to fill key positions with high performing, high potential employees. We use the term blocker to describe individuals who are performing at or above expectations in a key position however they do not want to move out of the role for a variety of reasons. The individual may enjoy the role, may not have a desire to work additional hours or relocate, or do not have an interest in learning new skills and taking on additional responsibilities. The lack of desire to take on a new role or move to a new position limits their future potential, as well as the potential of others in the organization.
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SUCCESSION PLANNING

Replacement Planning or Succession Planning? The Perfect Combination

Succession planning and replacement planning are both strategies that are incredibly important to the lifeline of any organization. However, these two processes are often confused, even by senior organizational leaders. Despite the focus that boards and C-level leaders have placed on organizational talent strategy, I often encounter organizations that still equate succession planning with creating a list of replacements. I refer to this approach as the "names in boxes" method of succession planning. What distinguishes the two is basically the difference between executing short-term and long-term strategies. Do organizations need to employ one or the other, or are both strategies necessary to be successful? I would argue that the two talent strategies must work together.
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