Once talent assessments are completed, it’s essential to hold a talent review meeting. These assessments should occur as frequently as performance reviews, ideally at least annually.
Who Should Attend?
Participants typically include organizational leaders and members of the human resources team. The level of leadership attending should align with the organization’s structure; if a representative from a specific level is invited, all members from that level should also attend, even if they have no high potentials or successors on their team.
Why Is It Important?
The talent review meeting helps the organization collect talent management data from various sources. It ensures alignment across the organization regarding the talent management program and provides visibility and support for these initiatives.
What Should Be Covered?
A defined agenda is crucial for each talent review meeting. While the specifics may vary by organization, key elements often include:
- Introduction of all participants
- Review of the organization’s talent management program
- Succession plan review
- Discussion of business goals and corresponding talent needs
- Overview of business events, vacancies, and talent risks
- Review of current high potentials and high performers
- Nominations for new high potentials
- Review of all talent assessments
- Discussion on career paths, development plans, and job assignments
- Wrap-up with action items and scheduling of the next meeting
A Manager’s Role
During the talent review meeting, each manager should fulfil the following responsibilities:
- Ensure all talent assessments are completed
- Come prepared with relevant information
- Remain objective, presenting data rather than personal opinions whenever possible
- Practice active listening and maintain an open mind throughout the discussion
