Developing employees and especially retaining top performers is essential for a company!
The most important thing in this is to keep them in such a program – or even afterwards – and not to lose them. Therefore, in such a program, top management must be brought on board as a "mentor."
My approach:
- Exchange with top management (expectations, goal, project benefits ROI, mentoring program, …)
- Communication support for managers on the nomination of talents
- Creation of assessment sheets, gladly also linked to your competency profiles
- Creation of candidate profiles for a talent conference / HR conference
- Suitability diagnostics in the career interview: Accompaniment of assessments or other testing procedures (I use the BIG5Reflector test)
- Nomination of the talents
- Accompany the feedback discussion or prepare the manager to lead it – especially with regard to rejections, which should be conducted appreciatively so that good employees are not lost.
- Creation of a program with a duration to be determined by you (common is 12-18 months)
- Mentoring for the selected candidates
- Program Implementation / Organization – also internationally, for example for 'High Potentials'
- Accompany the career planning of the talents
- Project support for the talents
- Budget planning for the program
- Evaluation of projects within the framework of an ROI