Why Talent Management and Performance Management go Hand-in-Hand

Talent management and performance management are co-dependent, says Steve Dania, L&D Manager at talent consultancy, Sheffield Howarth. We were delighted to talk to Steve about changing perceptions of performance management by encouraging more conversations about career planning for every moment in the employee lifecycle.

You can watch the full episode here: https://www.appraisd.com/podcast/talent-development-and-succession-planning-podcast

Integrate your EVP

Progression means different things to different people so it’s important that HR and line managers can draw on different aspects of the employee value proposition (EVP) to appeal to every team member while staying in line with company ambitions. Ranging from reward to recognition, culture, learning opportunities, job content, and career planning, the EVP can be pitched to employees in different ways at different career stages and built into talent development plans and performance objectives..

The glue that holds it together

According to Steve, the glue that holds together talent development and performance management, is the line manager. The line manager is the enabler of success and also the best person to interpret the EVP to each team member. Managers are also an important conduit, being in the position to ask employees questions like : ‘What do you want to do more of or less of?’, ‘What would help you reach your goals more quickly?’ Even, ‘What factors might encourage you to look at the external job market?’

Talent development for a multi-generational workforce

There are potentially six generations in an organisation’s workforce today. Those working on talent development strategies must be aware of this and consider how motivations differ, and how they change. Line managers who have regular conversations about career development will be better in tune with what appeals to each team member at each career stage..

Do we need to identify high potentials to do talent management?

Yes and no! Every employee could become high potential if their potential is unlocked by being in the right role with the right resources and support. But there will always be low performers too, who are disengaged or struggling and it’s just as important to identify them to find out what would help them thrive. High-potentials are those who are hungry for more and who are willing to give more at any career stage so it’s not just about developing, for example, mid-career employees. High potentials can be anywhere in your organisation, so it’s important to have a system in place to identify them.

Watch the full episode with Steve Dania

Enjoyed the highlights? Watch the full episode here:? https://www.appraisd.com/podcast/talent-development-and-succession-planning-podcast And, to learn more about Appraisd, talk to us ??