What does a good development goal look like?

When writing business or role-based performance or objectives, encouraging your managers to also set one or two development goals or developmental objectives will help employees to grow, learn and develop. But how do you write a good development goal? Start by thinking about what’s really important to help excel either within the current role, or to help prepare for a future aspirational role. Perhaps they need to be set to…

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How your Talent Management approach can destroy meaningfulness at work

Employee Engagement is an integral part of Talent Management. So we were excited to hear Professor Katie Bailey speak at a CIPD event about ‘Meaningfulness of work’ and it going ‘Beyond Engagement’. In her presentation, she outlined her research project and its findings on meaningfulness at work and referred to an MIT/Sloan Paper. Two key items stood out for us, and are relevant to our work in the Talent Management…

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Do men and women rate differently in 360 degree feedback?

Through our work with 360 degree feedback, we often get asked if we see any gender differences. Are women are rated more highly on particular competencies, are women are more lenient raters than men? We suspect that, to an extent, gender differences might be dependent on context, purpose of the review and the way the feedback process is managed. We also suspect that individual differences in rating behaviour might be…

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Succession Planning: embracing the changing talent market

In our last blog we looked at the challenge of deciding on who are the right people to include as successors in any succession plan – and how to identify them. Now we turn our focus to the impact that the changes in the talent market have had on succession planning. Until now, succession planning has been biased towards the needs of the organisation: employees have had to adapt and…

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