Why every leader should take the Talent Review as seriously as the budget cycle
As a leader, you go through your annual budget cycle each year. Makes perfect sense, right? Without budgets, you lack the resources to achieve your goals.
But… ask yourself this: Who will help you achieve those goals? What skills will you need – more or less – of in the future? How will you retain your top performers and support their ambitions? What happens if a key expert leaves your team?
➡️ The Talent Review Process helps you answer these critical questions.
Just like you analyze how your goals impact your budget, you should also reflect on how they affect your team. That’s where the Talent Review becomes a powerful tool.
Want leaders to truly take ownership of the Talent Review?
Then it’s essential they understand how the Talent Review contributes to the organization’s results. And that starts with a strong “why-story.”
This “why” is built on two key foundations:
- The organization’s strategic objectives
- Workforce data
Example 1: Using Talent Review to Enable Strategic Decisions
An organization is preparing for a merger and needs to reduce costs. One of the key decisions is a hiring freeze—external recruitment is off the table. The Talent Review is then used to identify internal talent for open roles.
➡️ Result: A Talent Review focused on internal mobility and the growth of employees who show the ambition to develop further.
Example 2: Workforce Data as a Compass
In another organization, turnover among employees with less than three years of tenure is significantly higher than the company average. In response, the executive team decides the Talent Review should focus on employees with two to three years of service, with a clear goal of improving retention.
➡️ Result: A Talent Review focused on retaining and developing recently hired talent.
Two organizations. Two completely different contexts. But in both cases, the success of the Talent Review depends on having a clear and relevant “why.”
In Summary:
Want your leaders to take responsibility in the Talent Review process? Create a clear link between the Talent Review and your strategic goals. Show the added value. And build that story together—using both data and strategy.
Need help clarifying the “why-story” for your organization?
📩 Feel free to reach out—I’d be happy to support you.