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How can you use performance evaluations to improve succession planning?

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Performance evaluations are not only a tool for assessing and rewarding your employees, but also a strategic opportunity for succession planning. Succession planning is the process of identifying and developing potential future leaders and key contributors in your organization. By using performance evaluations effectively, you can align your talent management with your business goals and prepare for any changes or challenges ahead. Here are some ways you can use performance evaluations to improve succession planning.

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Ruchi Motial-Suri

Leadership Consultant ☆ Project / Program Director ☆ Keynote Speaker ☆ Adviser / Mentor to Start-ups

1 Identify high potentials

One of the main objectives of performance evaluations is to identify high potential employees who have the skills, competencies, and motivation to take on more responsibility and leadership roles. High potentials are not necessarily the same as high performers, who may excel at their current tasks but may not have the potential or desire to advance further. To identify high potentials, you need to use clear and consistent criteria, such as the ability to learn, adapt, innovate, and collaborate, as well as the alignment with your organizational values and vision. You also need to solicit feedback from multiple sources, such as peers, managers, customers, and mentors, to get a holistic and unbiased view of your employees' potential.

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Minaakshri N.

Agile, People First and Digital Savvy Millennial HR | 3x Linkedin Top Voice | ICF Certified CPCC (Pursuing) | Travelled 23 Countries and counting | Tea Lover ??????
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In my experience identifying high performance and also calibrating high potential talent to be able to derive at the pool that is ready now, the pool that requires developmental interventions and then come up with a path to bridge the career aspirations from the performance evaluation conversations.

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2 Develop career paths

Once you have identified your high potential employees, you need to provide them with clear and realistic career paths that match their aspirations and abilities. Career paths are the sequences of roles and opportunities that your employees can pursue within your organization. They help your employees understand how they can grow and progress in their careers, as well as what skills and competencies they need to develop to reach their goals. You can use performance evaluations to discuss career paths with your employees, to set short-term and long-term objectives, to identify gaps and strengths, and to create personalized development plans.

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3 Provide feedback and coaching

Feedback and coaching are essential for developing your high potential employees and preparing them for future roles. Feedback is the information you give to your employees about their performance, behavior, and impact. Coaching is the process of helping your employees improve their skills, competencies, and confidence through guidance, support, and encouragement. You can use performance evaluations to provide constructive and timely feedback and coaching to your employees, to recognize their achievements and contributions, to address their challenges and areas of improvement, and to motivate them to reach their potential.

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Ruchi Motial-Suri

Leadership Consultant ☆ Project / Program Director ☆ Keynote Speaker ☆ Adviser / Mentor to Start-ups
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Feedback and coaching are essential in developing high potential employees. 1. Give them ownership of delivering an outcome 2. Allow them to bring their own ideas 3. Monitor progress with an open mind. Open mind is important to ensure that the employees bring in new ideas and are not forced to comply with our tried and tested (perhaps jaded) way of thinking 4. Provide continual feedback. Make this collaborative - Bring curiosity to understand their approach and thinking. Allow them to fail safely - there is no better teacher that failure. Provide constructive feedback to help them overcome these failures or blocks. Also acknowledge job well done 5. Adopt a coaching style - no blame - clarifying questions to help unlock their thinking.

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4 Offer learning opportunities

Learning opportunities are the activities and resources that your employees can use to acquire new knowledge, skills, and competencies. Learning opportunities can include formal training programs, online courses, workshops, webinars, books, articles, podcasts, and more. They can also include informal and experiential learning, such as mentoring, job shadowing, job rotation, project assignments, cross-functional teams, and more. You can use performance evaluations to offer relevant and diverse learning opportunities to your employees, to align them with their career paths and development plans, to encourage them to seek and share feedback and coaching, and to monitor and evaluate their progress and outcomes.

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5 Monitor and review

Monitoring and reviewing are the processes of tracking and assessing the performance and development of your high potential employees over time. Monitoring and reviewing help you ensure that your employees are meeting their objectives, achieving their goals, and demonstrating their potential. They also help you identify any changes or challenges that may affect your succession planning, such as turnover, retirement, promotion, relocation, or reorganization. You can use performance evaluations to monitor and review your employees on a regular basis, to collect and analyze data and evidence, to adjust and update your career paths and development plans, and to communicate and celebrate your results and successes.

Succession planning is a vital part of your talent management and organizational strategy. By using performance evaluations effectively, you can identify, develop, and retain your high potential employees, and ensure that you have a strong and diverse talent pipeline for the future.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Banumathy Duraiswamy

ICF ACC Certified Leadership Coach | Learning & OD Consultant | Building Leadership Excellence through Learning Transformation
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1.Strategic Alignment: Link evaluations to key goals; e.g., tying innovation-focused contributions to strategic priorities. 2. Feedback-driven Growth: Offer specific feedback for targeted improvement, like citing a 20% efficiency boost from effective teamwork on a project. 3. Personalized Development Paths: Identify high-potentials and create custom plans, such as leadership workshops and mentorship, accelerating readiness for succession.

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How can you use performance evaluations to improve succession planning?

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6

1 Identify high potentials

2 Develop career paths

3 Provide feedback and coaching

4 Offer learning opportunities

5 Monitor and review

6 Here’s what else to consider

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How can you use performance evaluations to improve succession planning?

1

2

3

4

5

6

1 Identify high potentials

2 Develop career paths

3 Provide feedback and coaching

4 Offer learning opportunities

5 Monitor and review

6 Here’s what else to consider

Facilitation

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