We are rethinking our internal talent management process. Do any of you use any specific framework to assess and develop individuals in your organization? Do you use a 9-box based on performance and potential? Or any other framework?
I'd love to learn more about the Career Pathing Framework you mentioned!
Sure, please drop a message on Linked in and we can connect
As an alternative to the 9 box grid model, 360 feedback offers a more comprehensive and holistic approach to evaluating employee performance. 360 feedback solicits input from multiple sources across hierarchies and assesses an employee's performance across multiple dimensions
What sort of technology are you using to collect 360 feedback?
My experiences so far working and learning from the others in the industry on this. We (org.) spend a lot of time, lots indeed to assess our talent BUT less time to initiate meaningful development actions. Its important to clarify the roles of Manager, HR and the individual (who has to be at the driver seat -> this is a great way to assess where the individual is a key talent or not, since this is about owning self development)
Hi Metzen, I totally agree with you: we spend a lot of time talking talents but not talking to talent and develop them.
At the moment we are trying to upskill our leaders in order to start talking about development (rather then focusing mainly on numbers) and having a more strategic approach (with a much deeper succession pipeline). The idea is to use the 9 box as framework that managers can usually use to identify best development actions according to the individual.
I would love to hear more about your 4 box (btw, good luck and have fun with the pilot :) )
I am curious about the 4-box, as well!
Same here Leslie. Happy to see some organizations moving away from the 9 box grid and innovating in their approach.
Since our revamp, we have seen an increase in the quality of the conversation versus « the label ».
I agree, we still have a long way to go and actually have a 12 box in place (it took me some time to recover from this) so I am first to introduce the 9 box but have eliminated the labels as well as color coding to avoid any subjectivity. We focus on sustained performance and potential based on learning agility and the descriptors in the box are about development actions.
I am also working on defining a Quality of Talent & Quality of Hire model to ensure we are hiring and retaining the best and able to objectively measure competency improvement year on year.