The talent review offers a clear, structured assessment of each employee’s performance and skills. It also helps identify top talent internally and map out their growth potential and career paths.
How can you effectively align existing skills with your organization’s current and future needs to avoid costly external hires? That’s the core challenge of skills management.
The talent review also lays the groundwork for building skills development plans and anticipating individual training paths. It’s a key driver of employability and retention in today’s war for talent.
What makes zest different: link the 9-box grid to your skills tracking, or not, depending on your needs.
People reviews also help you identify internal talent with strong growth and leadership potential. They allow you to build a solid pool of Top Performers by assessing their performance, interpersonal skills, technical expertise, and more.
What makes zest different: identify high potentials using the 9-box grid, fully configurable to match your own criteria.
Regularly reviewing employee performance and potential helps guide their career progression more effectively. Once again, it’s a key factor in retention. Employees need clear mobility plans and development opportunities to stay engaged.
What makes zest different: the People Review feature gives you a macro-level view of employee performance, complementing your one-on-one conversations.
People reviews play a key role in driving employee satisfaction and retention. With Zest, you can recognize and reward contributions by offering development opportunities and meaningful feedback.
What makes zest different: the People Review feature works hand in hand with the Listen pillar, giving you a holistic view of employee engagement.
People reviews are a great opportunity to gather high-quality, multi-source feedback (annual reviews, manager input, N+X insights, etc.), highlighting each employee’s strengths and areas for growth.
What makes zest different: during their reviews, employees can invite any contributor of their choice, regardless of role or position.
Continuously assessing performance and engagement helps you understand individual expectations, respond to them, ensure alignment with your company’s vision, and anticipate turnover.
What makes zest different: enhance the effectiveness of your People Reviews while strengthening your employer brand with Zest.
People Reviews bring together three key stakeholders:
1
Executive committee members
Responsible for the company’s strategic vision, executive committee members ensure that proposed actions align with organizational goals, while setting priorities for talent management.
2
HR teams
In charge of launching and overseeing the people review process, HR teams collect and analyze data (talent mapping, evaluations, etc.) and provide strategic recommendations to ensure a structured and effective review.
3
People managers
In direct contact with employees, people managers play a key role in evaluating their teams. Their deep understanding of each team member’s skills, performance, and aspirations provides valuable insights.
Schedule it at strategic times such as the end of the fiscal year, the start of a new quarter, or any moment when company goals and priorities are being reassessed. Ideally, run it once a year, just after the annual reviews.
Before launching your people reviews, clearly define your company’s objectives (growth, strategic priorities) and your HR strategy (skills needs, reducing turnover, cutting external recruitment costs, etc.).
A detailed plan is essential for an effective people review process. Outline each key step, such as collecting employee data (performance, potential, engagement, etc.), holding a prep meeting, creating space for discussion, and more.
The outcomes of your People Reviews should actively support talent development and your broader strategy. Share the results, launch tailored development and career management plans, and take action on promotions, raises, or internal mobility opportunities.
Identify your Top Talent:
Set up a dedicated committee: it’s essential to bring together a People Review committee, even if not all members can attend every session.
Collect feedback beforehand: to enrich the discussion, you can gather input ahead of time, especially as a complement to annual reviews.
Start by identifying your top talent, those with strong growth and leadership potential within the organization. Spotting these profiles helps you retain them, reduce turnover, and support their internal development.
Guide your talent toward training paths and roles that match their skills and ambitions. The success of your People Reviews also depends on what comes next, so be sure to follow through to avoid disengagement and mistrust.
Once you have identified your top talent, assess their technical skills, interpersonal abilities, and individual performance.
Each employee can now be assessed based on their strengths, areas for improvement, and development potential.
Here are five key drivers of employee engagement. Each one is a powerful lever to boost team commitment and performance :
Customize it to reflect your company’s unique values and future needs. Clarify its goals and focus areas, define the performance criteria to assess, and align everything with both employee expectations and your strategic priorities.
Operational managers are your best allies when it comes to preparing and launching your People Reviews. They work closely with employees on a daily basis, making them well-positioned to gather high-quality feedback.
Transparent and consistent communication builds trust and highlights the value of the process. It also helps boost employee engagement and loyalty by recognizing each person’s potential.
Complement your People Reviews with other tools such as continuous evaluations and regular one-on-one meetings, to build a holistic and consistent approach to talent development.
Finally, simplify, streamline, and scale your People Reviews by using dedicated digital tools.
Feedback plays a key role in fueling People Reviews by providing objective, well-rounded insights into technical skills, interpersonal abilities, and individual performance.
The Zest digital suite makes it easy to gather employee data (performance, potential, engagement, etc.) and practice regular active listening. Identify strengths, understand individual expectations, and effectively spot high-potential talent. Empower your HR teams and leaders to make smarter decisions around career development, training needs, and assigning top talent to key roles.
The 9-box grid is a widely used HR tool for mapping talent across the organization. It helps position employees based on their performance and potential, making it easy to visually identify top talent.
Customize the 9-box grid based on your own criteria by selecting the indicators that reflect your company’s reality and help you assess employee performance and contribution.
Do you have any questions?
People Reviews can be led by HR leaders, direct managers, and sometimes the executive team. This approach combines strategic perspective with in-depth knowledge of individual performance.
Performance matrices, talent management solutions like Zest, and 360° feedback platforms can all be used. They help collect accurate data and track progress over time.
A complete solution like Zest centralizes data, standardizes the process, and enables real-time tracking. It improves collaboration and keeps a clear record of past reviews.
Companies like Google with “Googlegeist,” Microsoft with “Connect,” Courir with Zest, and Deloitte with its forward-looking review system have all implemented successful People Reviews. These approaches encourage continuous feedback and help boost employee engagement.