Situation

  • Technical division of a multinational organization has 3 major challenges: attract and keeping new talent, getting management to start using the new performance cycle tools and a downward spiral with regards to employee engagement. There has been talk about making it a ‘talent factory’ for years, but nothing has been done to deliver on that promise

Request

  • Develop a program around talent development,  that re-energizes staff and helps us prepare for the future
Objectives of Employees

  • Know yourself, know your talents, challenge yourself
  • Use your talents for personal and organizational growth
  • Belief and full engagement

Objectives of Managers

  • Go for a real dialogue with your employees
  • Help employees develop their talents
  • Share and learn about people management with your peers

Objectives of the Organisation

    • Build an industry-leading ‘Talent Factory’ that creates an environment in which talent is appreciated and challenged, where talent and opportunity meet
    • Create value for the organization, not just within the job
    • Be an attractive employer to keep and attract talent

Approach

  • P&DcycleANTop down and bottom up program with workshops, training en intervision that gives centre stage to ‘talent’ in performance and development conversations, in parallel with the three main phases in the yearly performance and development cycle.

Result

In the next year the engagement survey showed significantly better results, HR did need to chase half as much as before to get reviews done in time, the atmosphere was much better and mobility overall was up.

Feedback from participants
  • ‘I have worked here for 12 years and this is the first time we have a program like this for us! I think it is great and exactly what we need now. I hope we continue on this path’
  • ‘It motivates me to a better preparation for the mid year review’
  • ‘I liked the exchange with colleagues’
  • ‘We need more dialogue and feedback’
  • ‘Workshop adds to ‘one team’