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What do you do if performance evaluations are not aligning with succession planning in Operational Planning?

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When performance evaluations and succession planning don't match up in operational planning, it can be a red flag signaling deeper issues within your organization. Performance evaluations are meant to measure an employee's contributions and effectiveness, while succession planning is the process of identifying and developing new leaders who can replace old leaders when they leave, retire, or pass away. If there's a discrepancy, it's crucial to address it promptly to ensure the long-term health and stability of your company.

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1 Assess Mismatch

To tackle the mismatch between performance evaluations and succession planning, start by conducting a thorough assessment. Examine the criteria used for both processes. Are they aligned with your organization's strategic goals? If not, it's time to recalibrate. Ensure that the competencies and achievements recognized in performance evaluations are the same ones considered for succession planning. This alignment ensures that the right talent is being nurtured for future leadership roles.

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Swetha Subramanyam

Empowering Financial Freedom | Financial Coach | Helping Individuals Build Wealth | Strategic Guidance in Financial Wellness | Transforming Lives Through Smart Money Management
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If performance evaluations aren't aligning with succession planning: Reassess criteria to ensure they match succession needs. Offer feedback and training to address performance gaps. Modify succession plans based on evaluation insights. Clearly communicate expectations and support. Monitor progress and address barriers promptly. Seek HR expertise for process refinement and alignment.

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2 Review Processes

Take a closer look at both your performance evaluation and succession planning processes. Are they both consistent and fair? Sometimes, performance evaluations can be subjective, leading to potential high performers being overlooked for succession. Review these processes to ensure they are based on objective data and aligned with the skills and competencies required for leadership roles. This may involve updating your evaluation criteria or training managers to recognize leadership potential more effectively.

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Farid Azimi

Center Of Excellence @ DigiPay | HR Business Partnering | HR Manager
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Providing feedback and coaching to individuals who are not meeting the criteria can help improve their performance and readiness for leadership positions. Identifying potential successors through talent assessments and performance reviews is crucial. Developing a succession planning strategy that includes creating development plans, offering mentoring opportunities, and monitoring progress is key. Regularly monitoring and adjusting the succession plan as needed ensures alignment between performance evaluations and succession planning.

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3 Engage Employees

Engagement with employees is essential when discrepancies arise. Openly discuss career goals and aspirations with your team members. This dialogue can provide insights into whether your succession planning is in sync with your employees' expectations and the feedback they receive during evaluations. It's an opportunity to clarify any misunderstandings and align individual goals with the company's strategic direction.

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Nitika Rosa

Global Executive HR Leader | Talent Shaper| DEI | CHRO | Digital Transformation & large Scale Change Management | Lean Methodology | Wharton Executive Education
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Having Career conversation's is a great way to align individual goals with the strategic direction of the organization, business unit and team. It is an opportunity to clarify expectations and discuss development opportunities to drive a culture of continuous learning. It is also a proactive way to enage your team members.

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4 Update Training

If you find a gap between performance evaluations and succession planning, consider updating your training programs. Employees should be equipped with the skills and knowledge that reflect what is needed for advancement within the company. Tailor your training to bridge any gaps identified during evaluations, focusing on leadership development and other areas critical for succession. This proactive approach ensures that your workforce is always prepared for future challenges.

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5 Monitor Progress

Monitoring progress is key to ensuring that performance evaluations and succession planning remain aligned over time. Establish regular check-ins to track the development of potential successors and to ensure that performance metrics are still relevant. Adjustments may be necessary as business needs evolve, so stay flexible and responsive to change. By keeping a close eye on progress, you can make informed decisions about leadership development and organizational planning.

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6 Foster Culture

Lastly, fostering a culture that values growth and development can help align performance evaluations with succession planning. Promote a work environment where continuous improvement is encouraged, and provide opportunities for employees to expand their skill sets. When employees feel supported in their career progression, they are more likely to perform well and stay engaged with the company's future leadership needs. A strong organizational culture can be the glue that holds all your operational planning efforts together.

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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 performance evaluations are not aligning with succession planning in Operational Planning?

1

2

3

4

5

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7

1 Assess Mismatch

2 Review Processes

3 Engage Employees

4 Update Training

5 Monitor Progress

6 Foster Culture

7 Here’s what else to consider

Operational Planning

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What do you do if performance evaluations are not aligning with succession planning in Operational Planning?

1

2

3

4

5

6

7

1 Assess Mismatch

2 Review Processes

3 Engage Employees

4 Update Training

5 Monitor Progress

6 Foster Culture

7 Here’s what else to consider

Operational Planning

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