Connecting performance management and talent management is something to which a lot of HR teams aspire. But, it’s often too difficult, too clunky or time-consuming.
Is this you? Fear not - Appraisd brought together three of the leading lights in talent management to offer their advice on the topic.
Who did we speak to?
- Marc Earnshaw - Independent Consultant at PeopleDev
- Laura Whitehead - Director at Triskelion Leadership
- Brendan Mare - Senior Human Resources Manager at Menzies LLP
This star lineup joined Appraisd founder Roly Walter recently to share their vast experiences of talent management as in-house HR professionals and as consultants working to implement talent planning for clients. Plus, we had a sneak preview of Appraisd’s new talent management features ✨ (read more here).
So, where should you start?
During our discussion (which you can watch online here), our panellists flagged the case you need to build, the tools you need to make it happen, and the coaching that managers will need to make talent management a success:
1 | Be clear to stakeholders about why HR is doing this.
Highlight the benefits such as boosting employee engagement, helping to clarify growth paths for individuals, driving retention, reducing the risk of critical people moves, and enhancing continuity by keeping people aligned to organisational plans.
2 | Be clear that talent management isn’t just for large organisations
Talent management is valuable for organisations of any size. As an organisation grows, having a structured system becomes increasingly important to identify employees’ readiness and aspirations accurately in a systematic way.
3 | Avoid over-focusing on theory
Deciding between specific frameworks, like using a certain number of boxes or adopting a skills-based approach, is secondary. Instead, focus on taking action. Frameworks can differ so long as the core objectives of effective talent management remain consistent.
4 | The model is a tool, not the goal
Remember, the model itself is just a tool; it’s not the end goal. Success depends on the process surrounding the model - and what happens after you put people in boxes! Prioritising psychological safety (in transparency around ratings), clear communication, and trust in the process are essential.
5 | Manager competency can make or break it
Managers may have to deliver messages that may challenge them personally, and that they perhaps don’t agree with! So, trust in them (and their trust in the process) is essential for effective talent discussions.
6 | Don’t let people feel boxed in
This applies to managers and employees. No position within the 9-box (or any talent framework) is negative. However, clear communication is essential to avoid misinterpretation. Providing managers with the necessary training, and setting expectations about their role in the process, helps to minimise misunderstandings.
7 | Decide how transparent you want it to be
Our panellists shared examples of more and less transparent approaches and agreed that early-career employees often value transparency as it helps them understand their current standing and growth opportunities. While this openness can be intimidating, it can also help to produce better managers of the future.
8 | Don’t let potential be in the eye of the beholder
Assessing potential is inherently subjective, so clear criteria are needed to ensure fair evaluations. Since relationships and familiarity vary across the teams, well-defined criteria prevent bias based on factors like proximity or presence.
9 | Decide how you want to link potential to training budget
Often, the majority of the L&D budget is directed toward high-potential employees, but there is value in more inclusive development aligned with the broader needs of the business. In fact, the exercise of allocating L&D budget is a good way to stress-test your talent management system!
10 | Seek guidance and provide it for managers
Initial scepticism is common, and seeing the benefits firsthand can help people buy into the process. Managers often need to ‘see one, do one’ before they appreciate the benefits of talent management and having those conversations with team members. As a start, take a look at Appraisd’s guides to talent management which are fee and available here:
- How to Run a Talent Review
- How to Use the 9-Box Grid for Talent Planning
- Overcoming Criticisms of the 9-box Grid
Ready to up your talent management game?
Contact our team to see Appaisd’s talent management tools that work seamlessly with your performance management process.
