growth

In follow-up to steps 1 & 2 (planning and sourcing…earlier blogs), you’ve now armed yourself with the required high-caliber  human resource talent to get your business operating at the desired levels of proficiency. Hence, the focus turns to the development of those employees.

Talent development requires relentless communication, training, feedback and reviews directed at bettering the performance of individuals and groups in organizational settings.

Employee career growth is an ongoing effort, ultimately allowing every person in your organization to potentially achieve their optimal level of success.  This requires constant and consistent coaching with your team so there is never any question about where they stand, what they are doing well and what they need to improve upon.

“Performance evaluations” should not be a once-in-a-year event subject to the recency effect/bias!  Ideally daily interaction and feedback is optimal, even if brief…as long as it is genuine.

When running multiple locations, I implemented a monthly performance development review (PDR) which evaluated results, action items and areas of strength and opportunity.  Surely a quality leader can commit a few hours each and every month toward the evolution of their direct reports.

Talent 4 step

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