Many managers still see the Talent Review as merely an HR process. That’s a misconception. The Talent Review, much like the annual budgeting cycle, is a key strategic business process. As a manager, ask yourself the following questions:
- Which skills will we need more or less of in the future, to achieve our goals?
- Do I need new profiles or roles in my team?
- Which existing roles might need to be redefined to achieve our expected results?
- What is the ideal organizational structure to achieve our objectives?
The Talent Review helps managers answer these questions in a structured way.
Clarify the Link Between Talent Reviews and Business Results
Managers take real ownership once they understand the link between the Talent Review and business results. Two main sources help shape that ‘why story’:
- Strategy and Objectives
Example:
A merging organization imposed a hiring freeze. As a result, they needed to identify internal candidates who could grow into senior management roles. The Talent Review became the key instrument to realize that strategy. - Workforce Data
Example:
During an executive committee meeting, the KPI dashboard showed a significantly higher turnover among employees with less than three years of tenure. Therefore, the Talent Review was focused on employees with 6 months to 3 years of service, to improve retention and take timely action.
Tip for HR Managers: Want managers to truly take ownership? Make sure the ‘why story’ is crystal clear and that the added value for both team results and organizational goals is explicit.
Conclusion
A Talent Review is not an HR process but a strategic business tool. By treating it as seriously as the budgeting cycle, you proactively ensure you have the right people with the right skills to achieve your organizational goals.
The key differentiator is a clear ‘why story’: show how the Talent Review contributes to strategy and results so managers truly take ownership. That story is built on two pillars: the organization’s strategy and its workforce data.
👉 Need help sharpening your ‘why story’?
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Frequently asked questions about Talent Review
1. How does a Talent Review add value to the business?
- Sustainable results achieved through a team that is truly prepared for the future.
- The organization has the right talent in place to execute its strategy effectively
- Employee risks such as turnover or skill gaps are identified and addressed proactively
- Managers are more engaged in talent and career development
2. Who is responsible for the Talent Review?
The Talent Review process is a shared responsibility:
- Every manager owns the process for their team(s) and takes the lead in implementing and following up on results.
- HR designs the process, ensures the development offerings are known, supports managers in their role, and safeguards consistency across departments.
3. Which data can help define the ‘why’ of the Talent Review?
- Turnover trends over the past 5 years
- Tenure insights of voluntary leavers
- Skill gaps linked to to strategic goals (e.g., through aggregated 360° feedback results)
- Internal mobility trends across departments over the past three years
- Proportion of internal versus external hires at key job levels (for a certain job level over the past 3 years)
- Age distribution by job level and average retirement age
- Gender distribution by job level
- …