Talent Engagement Exercise

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Overview
Jack Welch believed effective talent management could be achieved by dividing employees into three groups: the top 20%, the middle 70%, and the bottom 10%. He used this approach to identify top talent and provide them with challenging professional assignments early in their careers.

While team leaders often know “in their gut” which employees are strong performers, a simple analysis can help you know why they are doing well and where you can help them to develop. The use of a Talent matrix tool can make the assessment process very powerful.

This exercise is designed to give you practical experience in using a Talent Matrix to analyze your employees’ performance, as well as their alignment with the organization’s mission and values. For each employee, you will assess their performance, consider how well they align with core values of the organization, and identify areas for improvement or professional development.

Four Quadrants Matrix
FourQuadrantsChart.PNG

One tool used to support the Welch approach to talent management is a matrix based on four different combinations of performance and values. To prepare for this exercise, look carefully at the Four Quadrants Matrix above; then review this document: Sample Talent Engagement Chart and Rationale Download Sample Talent Engagement Chart and Rationale. Note how the Rationale statement describes each employee’s performance and level of alignment with the company’s core values, and also indicates the manager’s plans for supervising each employee in the future.

Instructions
Use the Four Quadrants Matrix above as a framework to assess your direct reports in your current workplace. If you have no direct reports, use a group of individuals with whom you are familiar. Create a Talent Engagement Chart, like the sample chart provided, with a row for each employee.

Include an Introduction and a Conclusion
Include 4 to 6 employees from your workplace in your chart, using first names only
List and clearly define the core values you will use to assess your employees
For each employee, create a row in the chart
Your task is to select one Quadrant for each employee and to indicate the placement that you chose in the Type column. Think carefully about the core values of your company and use them to assess these employees. Use the format below to organize your assignment:

Introduction

Briefly explain the purpose of the overall Talent Engagement exercise.
Describe the company’s core values that you will use to assess your employees.
Chart

Include your Talent Engagement Chart here. Use the sample chart provided in this assignment as a model for your chart format.
Rationale Statement

Write a Rationale statement of 4 to 6 paragraphs. For each employee:

Explain why you positioned them in the selected quadrant
Assess their work and describe how well they align with the core values
Identify areas for improvement or professional development
Indicate your plans for managing the employee in the future

 

Sample Solution

Sure, here is a sample Talent Engagement Chart and Rationale Statements, filled out with fictitious employee data, that you can use as a model for your own assignments.

Name Performance Values Alignment Quadrant Type
Alice High High High Potential Star
Bob Medium Medium Low Potential Exit
Charlie Low Low Low Potential Exit
David High Low High Risk Develop
Eve Medium High Solid Performer Retain

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Rationale Statement for Alice

Alice is a high-performing employee who is also strongly aligned with the company’s core values. She is a valuable asset to the team and has the potential to take on even more challenging roles in the future.

Areas for improvement or professional development:

  • While Alice is already a high performer, there is always room for improvement. She could focus on developing her leadership skills or taking on new challenges that will help her to grow in her career.

Plans for managing the employee in the future:

  • Alice is a star performer who should be given opportunities to develop her skills and take on more responsibility. She should be given regular feedback and coaching to help her reach her full potential.

Rationale Statement for Bob

Bob is a medium-performing employee who is also somewhat aligned with the company’s core values. He is a good team player, but he does not consistently meet expectations.

Areas for improvement or professional development:

  • Bob could improve his performance by focusing on time management and meeting deadlines. He could also benefit from additional training on the company’s products or services.

Plans for managing the employee in the future:

  • Bob is a good employee who has the potential to improve. He should be given a clear performance improvement plan with specific goals and deadlines. He should also be given the opportunity to attend training or development programs that will help him to improve his skills.

Rationale Statement for Charlie

Charlie is a low-performing employee who is also not well aligned with the company’s core values. He is not a good fit for the team and is not meeting expectations.

Areas for improvement or professional development:

  • Charlie’s performance is not up to par, and he does not seem to be a good fit for the company culture. It is unlikely that he will be able to improve his performance to the level required for success in this role.

Plans for managing the employee in the future:

  • Charlie is not a good fit for the company and is unlikely to improve his performance. It may be best to let him go.

Rationale Statement for David

David is a high-performing employee who is not well aligned with the company’s core values. He is a talented individual, but he does not always seem to be on the same page as the rest of the team.

Areas for improvement or professional development:

  • David could improve his alignment with the company’s core values by taking some time to learn more about them and how they are applied in the workplace. He could also benefit from some coaching on how to better communicate his ideas and goals to others.

Plans for managing the employee in the future:

  • David is a valuable employee who has the potential to be even more successful if he can better align himself with the company’s core values. He should be given opportunities to learn more about the company culture and how he can better contribute to the team.

Rationale Statement for Eve

Eve is a medium-performing employee who is strongly aligned with the company’s core values. She is a team player who is always willing to help out, but she does not always take initiative or go above and beyond.

Areas for improvement or professional development:

  • Eve could improve her performance by taking on more challenging tasks and by being more proactive. She could also benefit from some training on how to be more assertive and confident.

Plans for managing the employee in the future:

 

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