Have you noticed any difference after implementing a talent management program at your company?

Talent Management Programs can be extremely helpful to both management and to employees. I have been on both sides of the spectrum as both a person implementing a talent management program as well as completing a yearly talent management program. As an employer, it helps to see where an employee wants to go, set goals for the next year, build your employees, complement them on what they do well, coach them on their development opportunities and make sure your employees are happy with their job. It also allows you to manage the employees throughout the year and makes end of the year assessments something that is easily accomplished (as long as you have a good program in place that does monthly or quarterly check-ins). I have found that employee satisfaction with their jobs has increased and employee retention has grown. Also, employees know what is expected of them throughout the year and there are no surprises when their annual review comes up. As a person who has filled out talent management programs, my biggest frustration is when I give suggestions for what I want to accomplish in the next year and they aren’t even taken into consideration or I’m just flat out told ‘No’. As an employee, I want to know that my opinion is valued and that the company wants to help me grow. I do appreciate as an employee knowing what I need to accomplish during the next year and being able to check in with my manager and show him that I am doing what was asked of me. I’ve never had any surprises when it comes to my yearly reviews, which I appreciate even more.