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What do you do if your performance evaluations are not aligning with your succession planning in Live Events?

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In the dynamic world of live events, the alignment of performance evaluations with succession planning is crucial for ensuring the longevity and success of your team. When discrepancies arise between how employees are evaluated and the strategic plan for future leadership, it's important to address these issues promptly and effectively. Succession planning in this context refers to the process of identifying and developing potential future leaders within your organization, which should ideally reflect the ongoing performance evaluations of your team.

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Edson Dur?o

Executivo de RH | Gestor de Carreira | Outplacement Advisor | Consultor de RH | Psicólogo

1 Reassess Goals

When you notice a misalignment between performance evaluations and succession planning, start by reassessing the goals and objectives of both processes. Ensure that the criteria for performance evaluations accurately reflect the competencies and skills required for leadership roles in live events. If necessary, revise performance metrics to better capture the qualities needed for succession candidates. This alignment ensures that high performers are recognized and prepared for advancement within your organization.

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Edson Dur?o

Executivo de RH | Gestor de Carreira | Outplacement Advisor | Consultor de RH | Psicólogo
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What does a performance review, focused on a succession program, do at a live event? To preserve people, progression programs, whether succession or not, should not be exposed at in-person events. I suggest that any progression program be treated with professionalism, seriousness and the necessary respect so that professionals do not feel exposed. Every succession program must respect the demands of the future position and evaluate and project the skills GAPs to be developed. To do so, I use the skills radar, map all desired performances and identify as many access requirements as can be applied. Next, I accompany the professional until the profile is suitable and the results correspond to what the position requires.

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2 Evaluate Fairly

Fairness in evaluation is paramount. If your performance evaluations are not lining up with your succession plans, take a step back and ensure that all employees are being assessed with the same standards. Consider whether unconscious biases or inconsistent assessment methods may be affecting the accuracy of your evaluations. It's crucial to establish a transparent and standardized evaluation process that every team member understands and trusts.

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Edson Dur?o

Executivo de RH | Gestor de Carreira | Outplacement Advisor | Consultor de RH | Psicólogo
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I trust existing performance evaluation models a lot. Nothing offers more results than a good graphic scale! However, it is necessary to seek equity with the tool. Simply using the same criteria for everyone does not guarantee fairness. It can even guarantee neutrality. However, we will be being unfair to the differences between individuals.

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3 Feedback Loop

Creating a robust feedback loop is essential when dealing with misalignments in performance evaluations and succession planning. Encourage open communication between supervisors and their teams to discuss performance outcomes and career aspirations. This dialogue can highlight any discrepancies and provide insights into individual employee development needs. By fostering this two-way communication, you can better align individual performance with the company's future leadership requirements.

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4 Develop Talent

Talent development should be an ongoing priority, especially when there's a gap between performance evaluations and succession planning. Invest in training programs that target the specific skills and leadership qualities necessary for your organization's future. This not only bridges the gap but also motivates employees by showing a clear path for growth. As they acquire new skills and improve their performance, they become more viable candidates for succession.

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5 Strategic Adjustments

If the misalignment persists, consider making strategic adjustments to your succession planning. This might involve redefining the criteria for potential successors or reassessing the potential of current employees based on a broader range of factors. It could also mean considering external candidates if internal talent does not meet strategic needs. Always ensure that your succession plan remains flexible and adaptable to the evolving landscape of live events.

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6 Monitor Progress

Lastly, continuously monitor the progress of both your performance evaluations and succession planning efforts. Use metrics and feedback to track improvements and ensure that any changes made are effectively addressing the misalignment. Regularly updating your strategies in response to new information will help maintain alignment over time, ensuring that your team is always poised for success in the fast-paced world of live events.

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7 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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What do you do if your performance evaluations are not aligning with your succession planning in Live Events?

1

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3

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1 Reassess Goals

2 Evaluate Fairly

3 Feedback Loop

4 Develop Talent

5 Strategic Adjustments

6 Monitor Progress

7 Here’s what else to consider

Live Events

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What do you do if your performance evaluations are not aligning with your succession planning in Live Events?

1

2

3

4

5

6

7

1 Reassess Goals

2 Evaluate Fairly

3 Feedback Loop

4 Develop Talent

5 Strategic Adjustments

6 Monitor Progress

7 Here’s what else to consider

Live Events

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