The talent management process is regarded by many companies as a key instrument for identifying and promoting talent. Traditionally, talented employees are discussed in conferences, sorted into predefined potential categories and thus made visible by their managers. These classifications enable individual feedback, participation in development programs or the offer of a specific career option – at least in the best-case scenario.

As part of a focus group workshop, we spoke to our client's talents. Their unanimous feedback was: “Don't talk about us, talk to us.” So how do talents experience the talent management process in reality?

Companies often expect talented employees to take the initiative to advance their careers themselves – this is ultimately seen as a potential criterion in itself. However, managers ultimately decide on the career opportunities of their employees by sorting them into potential categories and linking development and career opportunities to them. Those with a strong network and already high visibility in the company are often highlighted. This reinforces existing hierarchies and puts others at a disadvantage. In the worst case, talented employees do not even receive feedback on their assessment or constructive feedback.

To ensure that talented employees also benefit from the talent management process, they must be able to play an active role in shaping their own careers. This includes the opportunity

• to talk openly with their manager about career goals and interests,
• to express the desire to participate in specific projects and topics,
• to apply for internal job vacancies and development programs,
• to ask their manager for development tips and
• to receive regular strengths- and development-oriented feedback.
  
  
  

As a manager, you can immediately do something to ensure that your talents benefit more from the process: Arrange individual meetings before the talent conferences and ask openly about career goals, interests and development aspirations. In this way, you can use the conferences to position your talent effectively and identify suitable development opportunities. Give constructive feedback afterwards and be sure to agree on the next development steps.