How can you use metrics to identify the most effective ways to develop and promote international employees?

1 Performance metrics

Performance metrics are indicators of how well your international employees are meeting their goals, delivering results, and contributing to your organization's success. They can include quantitative measures such as sales, revenue, productivity, quality, customer satisfaction, and profitability, as well as qualitative measures such as feedback, recognition, awards, and ratings. You can use performance metrics to evaluate the strengths and weaknesses of your international employees, identify their potential for growth and improvement, and reward and incentivize them accordingly. You can also use performance metrics to compare the performance of your international employees with their peers, both locally and globally, and benchmark them against industry standards and best practices.

2 Engagement metrics

Engagement metrics are indicators of how committed, motivated, and satisfied your international employees are with their work and your organization. They can include metrics such as employee satisfaction, loyalty, advocacy, motivation, involvement, alignment, and belonging. You can use engagement metrics to assess the level of emotional and psychological attachment of your international employees to their work and your organization, and how it affects their performance, retention, and well-being. You can also use engagement metrics to understand the drivers and barriers of engagement for your international employees, such as culture, communication, leadership, values, rewards, recognition, feedback, autonomy, and opportunities.

4 Talent development strategies

Talent development strategies are the actions and initiatives that you take to enhance the skills, knowledge, and competencies of your international employees, and prepare them for future roles and challenges. They can include strategies such as training, coaching, mentoring, job rotation, job enrichment, job enlargement, cross-functional projects, and international assignments. You can use the insights from your performance, engagement, and retention metrics to design and implement effective talent development strategies for your international employees, based on their needs, preferences, goals, and potential. You can also use the metrics to evaluate the outcomes and impact of your talent development strategies on your international employees' performance, engagement, and retention, and adjust them accordingly.

5 Career advancement strategies

Career advancement strategies are the actions and initiatives that you take to provide your international employees with opportunities to progress and advance in their careers within your organization. They can include strategies such as career planning, career counseling, career mapping, succession planning, talent pools, and internal mobility. You can use the insights from your performance, engagement, and retention metrics to design and implement effective career advancement strategies for your international employees, based on their aspirations, achievements, capabilities, and readiness. You can also use the metrics to evaluate the outcomes and impact of your career advancement strategies on your international employees' performance, engagement, and retention, and adjust them accordingly.

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?