A recently published study (i4CP in the US ) says that only 24% of respondents rated their organization as “good” when it came to employees making the transition from individual contributor to manager.
They also found that much of this is due to a pure lack of measurement. Only a third of respondents said their organization uses tools such as 360-degree feedback or performance metrics to gauge how effectively a person transitions when promoted to a new management position.
How can employers become more effective in supporting managers when they are stepping up to new responsibilities and having to apply new skills? Is it your experience that so few employers measure the skills of those in promotion positions or recently promoted? Are we missing out on a really easy way to measure, manage and develop key talent?
For more on talent management and getting the metrics to make it work, go to http://www.track360feedback.com/2009/08/24/cpd-and-talent-management/
360 Degree Feedback options and ideas on
www.tracksurveys.co.uk
and on
http://tracksurveys.co.uk/AskTrack.aspx
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Feedback is vital but not the whole picture
see my blog post http://goodpractice.com/blog/how-effective-are-employers-in-supporting-n...