PRODUCT
The SMART acronym: Specific, Measurable, Achievable, Relevant, Time-bound. But let’s be honest—many so-called SMART goals are anything but. The acronym is simple; the application, less so. The risks multiply for loose probation goals.
Critics question the modern relevance of the 9 box grid—lamenting the act of "putting people in boxes" or "labelling people" is unhelpful. Yet, this robust framework continues to dominate.
Successful use of the 9 box grid requires clear definitions of what is meant by ‘Performance’ (X-Axis) and what constitutes ‘Potential’ (Y-Axis). Lacking specificity creates an opening for subjectivity to seep into the assessment process.
Accurately identifying critical roles is paramount in ensuring that vital target groups are talent-mapped across the workforce while also surfacing potential business risks. However, executing this task is easier said than done.
Renowned for its simplicity and efficacy in yielding actionable insights, the 9 box grid tool stands as a beacon for effectively identifying top talent and devising curated talent management development strategies.
Ever wondered why some teams deliver outstanding results while fostering genuine camaraderie, yet others have purely transactional interactions or even meet with dread? I did, and so did Google.
Developing line manager capability is a top focus for 2024, yet this clashes with the stark reality—managers are already stretched thin, teetering on the edge, if not already burning out at an alarming rate. Are we asking too much?
The plaster solutions of the past, relying on gut instinct, anecdotal evidence, and subjective opinions will no longer suffice. Data-driven decisions are the only way to get in front of engagement drops, retention issues and talent pipelining.
The shocking state of employee engagement is a business wake-up call
How HR can help enable true Talent Mobility.
How to transform your business case into a powerful proposal that resonates with decision-makers, leaving inaction as the only unappealing option.
The latest Big employee hiring event is great opportunity to take stock.
Why leveraging data is the key to making inclusivity more than just an empty promise.
How to ensure hiring freezes don’t lumber your business with managers who are out of their depth.
Why mid-year reviews so often fail to deliver value, and how we can change that.
How Talent Grids can still be powerful tools.
Why Talent Assessment should be central to everything HR does.
The new normal seems to be Hybrid. And that’s not a good thing.
Quiet quitting is just a much louder version of something that’s happened since the dawn of the office worker.
Why I believe AI has already rendered many junior and entry level positions obsolete.
Employees are sick of hearing about values that their company doesn’t live by.
Why Talent Mapping is crucial in the modern working world.
The one simple thing any manager can do that makes the biggest difference.
Why I’ve completely changed my mind about working from home.
How well intentioned processes prevent more good outcomes than bad.
Why banning all recurring meetings was the best decision I ever made.
Why Scrum is a horrible way or managing a software team.
Why lockdowns are accelerating a change that needed to happen anyway.
