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What do you do if your talent is leaving due to poor performance evaluation in Data Governance?

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When your data governance team starts to dwindle because of poor performance evaluations, it's a critical moment for reflection and action. Data governance, the management of data availability, usability, integrity, and security in enterprises, is a complex field that requires skilled professionals to handle its multifaceted challenges. Losing talent in this area can be detrimental to your organization's data management capabilities and overall strategic goals. The key is to understand why your skilled employees are leaving and to address the underlying issues promptly.

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1 Assess Causes

Before jumping to solutions, take time to understand why your data governance professionals are departing after performance evaluations. It might be that the evaluation process is not aligning with the actual demands of their roles or the goals of your organization. Consider if the criteria used for assessing their performance truly captures the value they bring to your data governance initiatives. Are the expectations clear and attainable? Understanding these factors is crucial in preventing future talent loss.

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HASSAN YAKUBU

Financial Analysts, Internal Controls/compliance and Project Management
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There is what they called DAIMAC in Six Sigma methodology. You need do root cause analysis and come up with the solutions to mitigate future occurrences.

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2 Improve Feedback

Feedback is a critical component of performance evaluations. If your talent is leaving, it's important to ensure that the feedback they received was constructive and actionable. Instead of focusing solely on what went wrong, provide a balanced view that also highlights their strengths and contributions. This approach can motivate your team to improve and grow within your organization, rather than seeking opportunities elsewhere.

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HASSAN YAKUBU

Financial Analysts, Internal Controls/compliance and Project Management
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I agree that Feedback mechanisms from employees leaving is crucial in any organisation, hence helps in averting and corrective measures in any organisation

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3 Training Options

Investing in continuous training and development can help bridge any gaps identified during performance evaluations. If poor performance is due to a lack of certain skills or knowledge, offering targeted training can turn the situation around. Encourage your team to engage in workshops, certifications, or courses that will enhance their expertise in data governance. This not only improves their performance but also demonstrates your commitment to their professional growth.

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4 Review Process

Sometimes, the evaluation process itself might be flawed. Review how performance is measured and consider incorporating more relevant metrics that reflect the unique aspects of data governance work. Ensure that the process is transparent and that your team understands how their performance aligns with the organization's objectives. A well-structured evaluation process can help identify areas of improvement without leading to talent loss.

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5 Foster Culture

Cultivating a positive work culture that values data governance professionals is essential. Recognize their efforts and celebrate successes to build a sense of belonging and appreciation. A supportive culture can mitigate the negative impact of performance evaluations by ensuring that employees feel valued beyond their latest review. This can lead to increased job satisfaction and lower turnover rates.

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6 Plan Succession

Despite best efforts, some turnover is inevitable. Be proactive by developing a succession plan that identifies potential internal candidates who can fill roles as they become vacant. This ensures that your data governance initiatives don't suffer from a sudden loss of expertise. Additionally, it can motivate other team members by showing them a clear career path within your organization.

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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 talent is leaving due to poor performance evaluation in Data Governance?

1

2

3

4

5

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1 Assess Causes

2 Improve Feedback

3 Training Options

4 Review Process

5 Foster Culture

6 Plan Succession

7 Here’s what else to consider

Data Governance

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感谢您的反馈

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What do you do if your talent is leaving due to poor performance evaluation in Data Governance?

1

2

3

4

5

6

7

1 Assess Causes

2 Improve Feedback

3 Training Options

4 Review Process

5 Foster Culture

6 Plan Succession

7 Here’s what else to consider

Data Governance

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感谢您的反馈

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