Leaders often make assumptions about what their employees think and believe when developing a talent management strategy. Traditional areas of focus for HR leaders, such as talent development, performance management, manager and employee training and onboarding, require a careful balance between what the organization can invest in and promise, and what employees will trust and value.
The stakes are high. According to the ADP Research Institute® (ADP RI) report, “Evolution of Work 2.0: The Me vs. We Mindset,” satisfied workers give a 40-point higher rating across various aspects of talent management, including onboarding, performance reviews, training and career planning.
