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Formal talent practices—such as performance management and talent reviews—are designed to help us make better decisions about various aspects of talent management. But managers and leaders don’t need to wait for formal processes to start thinking intentionally about current and potential talent decisions. A few questions that I’ve found helpful include:
- Would I enthusiastically rehire this individual for their current role? (Reveals if they are truly the best fit for the role and how strongly you value their contributions.)
- What unique value does this team member bring to our organization? (Centers on distinct contributions—what they offer that others do not—clarifying how they enhance culture, elevate others, and drive outcomes.)
- If this person were a retention risk, how hard would I fight to keep them? (Indicates your perception of their overall value, long-term potential, and belief in their future contributions.)
While there are many other questions managers can ask, these starter questions can surface talent decisions faster and with greater clarity. Based on the answers, managers and leaders can identify one talent decision to make in the next 30–45 days—whether a development conversation, stretch assignment, or other targeted action. Making important talent decisions sooner—versus waiting for formal processes—can be the difference between falling short of achieving organizational objectives and exceeding them.
