This talent development strategy is designed to empower employees to set meaningful goals, receive regular feedback, and align their competencies with their company's values and objectives, while fostering a culture of continuous learning and growth within an organisation. By empowering employees to set SMART goals with OKRs, providing comprehensive feedback, and evaluating core competencies, we are investing in our employee’s success and aligning their development with a company's vision. This process will be established over a 3 month period.
<aside> 💡 Over a 3 month period, I embarked on an exciting journey to revolutionise our talent development strategy and elevate our performance management process. As the project lead, my mission was clear: to empower our employees, align their goals with our company's vision, and foster a culture of continuous growth and feedback.
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To kick off this transformative project, I began by engaging with our key stakeholders. I held regular, briefing sessions where I introduced the upcoming changes and gathered valuable insights. Following this, surveys were distributed to our HR/People Ops team, department heads, and employees to ensure we captured a diverse range of perspectives.
Analysing the survey results and feedback, I dove deep into identifying the pain points in our current performance management process. This led to the development of comprehensive assessment criteria that not only evaluated performance but also aligned with our company values and objectives.
The heart of our performance management process lies in our core competencies and company values. I conducted an in-depth evaluation to ensure that these were not just words on paper but actionable guidelines for success. By aligning performance assessments with these core principles, we set a solid foundation for growth.
With clear assessment criteria in hand, I set out to design structured templates for our 1-2-1 meetings and quarterly reviews. These templates were not just about paperwork; they were tools to facilitate meaningful conversations, goal setting, and progress tracking.
A critical part of this transformation was the implementation of a new line management structure. I defined roles and responsibilities, ensuring that our line managers were equipped with the knowledge and resources needed to support their teams effectively.
Empowering our employees to set meaningful goals was a key focus. I introduced the SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goal-setting framework and OKRs (Objectives and Key Results) methodology. Through training and guidance, we ensured that every employee was equipped to set and achieve their goals.