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Organizations continue to invest heavily in talent management—technology, programs, and processes—to drive business results and stakeholder value. However, without manager accountability, the impact of these efforts can quickly diminish. This new report by Marc Effron of The Talent Strategy Group examines the current and desired levels of manager accountability for six key talent practices: Performance Management, Development, Potential and Succession, Rewards and Recognition, Diversity and Inclusion, and Engagement. Based on responses from 90 companies worldwide, participants rated manager accountability for each practice on a 10-point “accountability ladder” scale, ranging from “1 = No consequences for your actions” to “10 = You are promoted or fired for your actions.” The report reveals significant gaps in manager accountability with an average level of “3,” and slightly higher for larger companies (>25k employees) at “4.” Goal setting and increasing employee engagement show the highest current accountability, while diversity ranks the lowest (2.6), though creating inclusive teams scores slightly better (3.8). The report offers practical recommendations for driving greater manager accountability across talent practices. With this in mind, here is my one-page infographic with a few tips for how leaders, managers, and employees can accelerate achieving 2024 performance goals.
