The Career Analytics Company

How to integrate the individual’s perspective in the Talent Review meeting?

I bet you have a pretty good idea about your employees’ competencies and their performance in their current role. But how well do you know your employees in terms of personal outlook in their careers, key drivers, and ambitions? Do you know how they are feeling in their current role or how well they cope with the constant change that is all around nowadays?

 

Do you know these things about your employees when you are discussing their next steps within your organization at the Talent Review meeting? If you don’t, you risk looking at your succession exercise solely from an organizational perspective by leaving out the individual’s perspective, with unexpected outcomes as a result.

 

In this blog I want to look at how you can integrate the individual perspective in the Talent Review meeting, facilitating rewarding long-term relationships with your employees.

 

Does this sound familiar?

 

  • Steven offers his resignation. This is bad news. He’s one of the people who is considered to be a strong professional. You are worried about the fact that Steven’s manager has not noticed what was going on with Steven or has reacted awkwardly when Steven brought up his career issues. In any case, you got involved too late, and now the chances of keeping Steven on board have vanished.

 

  • Your organization has high expectations for the future for Saskia. You have invested in her and her career to get her ready for the next step up the ladder. A few months ago she did an assessment to map her skills and potential. During a consultation with Saskia a development plan was agreed upon and it’s currently being implemented. Out of the blue, Saskia announces that, notwithstanding your organization’s great offer, she would prefer to do something completely different elsewhere. The whole assessment story has set in motion an awareness process. She has consulted with a professional career coach who, together with her, has created a state of affairs from her own personal perspective resulting in her departure.

 

In short, people make their own career decisions, now more than ever. Lifelong employment has disappeared,  which leaves people in a situation where they consciously think about their next move. Organizations have an interest in keeping their finger on the pulse when it comes to the career reflections of their employees.

 

Not integrating the individual’s perspective leads to

  • Unwanted mobility

  • Refusal to comply to carefully planned and laid  out succession proposals

  • Disengagement

 

How to solve this?

 

  • What if you could find a way of getting your hands on objective data about employees concerning

    • key motivators and personal outlook on the career?

    • potential, career fitness and ambition?

    • career pitfalls and risk of leaving?

 

  • What if you could help managers to identify crucial topics to address in meetings with the employee?

 

  • What if you could predict in what kind of role and context an employee would flourish? Imagine that you would have all this information presented in a clear report and that you could use this as base for the Talent Review Meetings?

 

CareerCoach® offers you tools and solutions that allow you to introduce evidence-based information into the discussion, allowing you to have relevant discussions during the Talent Review Process.

 

If you want to learn more, please contact,

 

Lesley Vanleke:

Lesley@CareerCoach-network.com

0478 51 96 66

 

Sarah Tijskens:

Sarah@CareerCoach-network.com

0485 07 33 18.

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