PROFESSIONAL DEVELOPMENT

TALENT MANAGEMENT AND LIFECYCLE

PROFESSIONAL DEVELOPMENT

PERFORMANCE MANAGEMENT

CAREER GROWTH

EMPLOYEE SATISFACTION

RECOGNITION

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RETENTION

PROFESSIONAL DEVELOPMENT

Employee professional development is a shared responsibility between manager and employee

CONSIDER:

REMEMBER:

• What skills are required for their job - which are current strengths and which are opportunities for growth?
• What on the job growth opportunities can you facilitate for this person?
• Who could this person best learn from?
• What opportunities could help this person be more successful in their current role and in future roles?

EDUCATION(trainings, courses, readings)

10%

EXPOSURE(from peers, mentors, colleagues)

20%

ON THE JOB EXPERIENCE(ongoing work, challenge projects, strategic assignments)

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70%

PERFORMANCE MANAGEMENT

Part of talent management is also managing your direct reports’ performance throughout the year

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If your direct report is meeting or exceeding expectations, you should be active in communicating their successes with them

If your direct report is not meeting expectations, it is your responsibility as a manager to be active in working with them to find solutions and make adjustments.

+ Ifo

CAREER GROWTH

Managers should work with employees to identify what growth looks like in their careers in the short term and the long term, whether the next step in their path is at PIH or elsewhere

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EMPLOYEE SATISFACTION

Managers are expected to:

Cultivate a work culture of respect, trust and growth

Actively recognize and acknowledge the good work of staff

Identify what motivates direct reports and how you can help them align their work and their interests within organizational and team priorities

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ENGAGED EMPLOYEES ARE ALSO MORE EFFECTIVE SHEPARDS OF PIH'S MISSION

RECOGNITION

Managers should be active in their recognition of their direct report's successes, strong work, and alignment with competencies. This could look like:

SHARING THE IMPACT THEIR WORK AS HAD

SHOUT OUT AT A TEAM MEETING

GENUNINE ACKNOWLEDGEMENT DURING CHECK IN

PASSING ALONG POSITIVE FEEDBACK FROM OTHERS

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HIGHLIGHTING ACHIEVEMENTS TO LEADERS

SPOT BONUS

RETENTION

When possible, we want to retain high performing staff

Strong talent management, including:

staff engagment, recognition, expectation setting, autonomy, and professional development

can all support retention

Note: There will be times when individual and organizational needs differ. In these cases, PIH's priorities, internal systems and equity take priority. It is okay when a staff member's next career move is outside of PIH.