Talent Management - People and positions
In a good talent management process, we take time out several times a year to evaluate our organization.
We identify our top performers along dimensions of performance and potential and set in motion game-plans to create momentum with these top performers
We identify employees that are struggling and discuss whether its an issue of performance of fit and we make sure we have action plans in place
but all too often we don't spend time evaluating that large middle block of employees. Not the top 10%, not the bottom 10%, but the mainstay of the business. This is where your culture sits. This is your operating engine. This is where your customer interacts with your company.
Talent management is not about managing only to the top and bottom 10%. Its about managers engaging in dialogue about their entire organization.This is your lifeblood of your company.
We identify our top performers along dimensions of performance and potential and set in motion game-plans to create momentum with these top performers
We identify employees that are struggling and discuss whether its an issue of performance of fit and we make sure we have action plans in place
but all too often we don't spend time evaluating that large middle block of employees. Not the top 10%, not the bottom 10%, but the mainstay of the business. This is where your culture sits. This is your operating engine. This is where your customer interacts with your company.
Talent management is not about managing only to the top and bottom 10%. Its about managers engaging in dialogue about their entire organization.This is your lifeblood of your company.
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