When it comes to evaluating the potential of your team, an effective practice is to create the assessments and leave them in draft status. This allows you to visualize the talent distribution in the Talent Matrix widget before finalizing and notifying users.
Although employees do not receive the potential rating, this gives you a general overview of the team, allowing you to calibrate and adjust the assessments before submitting them.
This practice gives you the flexibility to adjust the potential assessment, ensuring a macro view before sharing the assessments with the team.
If you need to modify the potential ratings, you can do so directly from the Talent Matrix widget. To learn how to do this, consult our detailed article on this process.
Tips for Evaluating Potential:
Conduct 1:1 meetings: Schedule personal meetings to discuss your evaluation in detail and receive feedback from your team.
Be honest during evaluations: Address uncomfortable issues with frankness and tact, being clear about expectations.
Choose your words carefully: Use meaningful and action-oriented expressions to have a greater impact on your evaluations.
Use tangible examples: Supporting your comments with specific examples improves understanding.
Conclude on a positive note: End the review with clear goals and a realistic action plan for improvement.
Provide regular feedback: Offer informal evaluations throughout the year to avoid surprises in formal reviews. Make sure to take constant notes on performance in your 1:1 meetings.
Conclusion
By following these tips, you can optimize the potential assessment process, ensuring that you are making informed and accurate decisions about the future of your team.