Update your Performance Management Process + Handbook for inclusive culture - The Talent Newsletter Edition #3

In this bi-weekly edition you'll find:

?? Blog post on 5 Best practices for modern performance management

?? Free download - Inclusion Handbook: a guide intending to provide actionable and practical strategies that can be implemented in any organisation to foster a more inclusive culture, supporting diversity and inclusion.

?? A guide to transition to a new career - Part 2

Let's jump in! ??

5 Best practices for modern performance management

Performance management is an important part of talent management and leadership in an organisation. However, relying only on a once a year performance review discussion is no longer aligned with either the pace at which organisations perform, or to the pace of career development expectations of talent today.

The more modern approach to performance management is focused on continuous, year-round engagement that looks forward instead of backward. An agile process needs to be adapted to match the needs of today, though some parts of the process should be formal or at least standardised, to keep things fair and transparent.

Implementing these 5 practises will turn your performance management into a modern tool that drives employee engagement.

1. Real-time goal setting and adjustment?

2. Continuous feedback loops

3. Collaborative performance management

4. Development-focused conversations

5. Peer-to-peer feedback

?? READ the FULL BLOG here on what each of the above 5 best practices mean + concrete examples of modern performance management practices.

Remember:

Inclusion Handbook

?? Where to start to make sure your talent management strategies and processes support an inclusive culture?

This handbook will help you with answering that question. Each section of this inclusion handbook delves into a key area of inclusivity, providing a breakdown of actionable steps with "how-to" examples, ensuring that these strategies are not just theoretical but practically applicable.

?????? Download HERE or DM me “Inclusion Handbook”.

?? Career pivoting - Part 2: Career exploration

To read Part 1: Self-reflection go HERE . This is part 2 to my guide for career pivoting to provide you clarity and structure, helping you navigate the process with confidence. Let’s dive in! ??

Part 2 of career pivoting is to get clear on where you want to go and use your self-reflection from part 1 as a starting point when aligning your current motivations, strengths, skills, passion & interest with a future industry and role.

1. Industry Research

If you're not sure what industry you want to go into next, pick 3 industries that intrigue you. You can always come back and pick another 3, just start somewhere.

1. ________________

2. ________________

3. ________________

For each industry, research:

• A few main companies in the sector. You can drill this down to your city or country, but keep in mind some companies allow for remote work so keep an open mind.
• Current trends and future projections. By understanding where an industry is headed, you can identify the skills that will be in demand in the future and the sustainability of a career in that industry.
• Required skills or qualifications for entry. This helps in setting realistic expectations about the career transition process. It can give you a clear idea of the time, effort, and resources needed to make a successful switch.

Reflect:

Based on your research, which industry aligns most with your skills, values, and interests?

2. Role Exploration

Identify 3 job roles you find appealing

1. ________________

2. ________________

3. ________________

If you can’t think of 3 right away, use LinkedIn and type in the names of the companies you researched and look through the people working for the company and their titles. You can also try and go to google and search for job titles that match your skills, and of course also ask ChatGPT to give you a list of job titles that match your skills and industry of interest.

For each role:

• List down with the help of Google or ChatGPT typical responsibilities and skills needed for each role.
• Look for expected salary range and benefits.
• Opportunities for advancement or specialisation (if this is important for you)

Analyse:

Considering your personal skills, strengths and passions, which role seems the most fitting for you?

3. Skills transfer matrix

Understanding how your current skills translate to a new role and/or industry is key. This matrix will help you map out those transferable skills.

Pick the role (or roles) you felt is most fitting for you and create the below matrix to get clarity on how your skills and experience can be transferred to the new role.

Example - Current Role: Human Resources Manager. New Role 1: Corporate Trainer

Note where your existing skills might need enhancement or where new skills are required. This might involve taking specific courses, gaining certifications, or getting practical experience. Based on the gaps identified and the skills that transfer well, create a strategic plan that might include training, applying for transitional roles, or taking on projects that align with your desired roles.

…Part 3 (the last part) of Career pivoting to continue in next newsletter edition. ??

???? That was all for this week, hope you enjoyed it! Remember to hit subscribe to get notified when the next bi-weekly Talent Newsletter is published! ??