Does this sound familiar?
An employee is thriving in their current role. But what evidence can you rely on to know whether they will meet the demands of the next one?
A position opens up and the same names keep coming back. Other employees may well have the potential, but have never had the opportunity to show it.
The move has been approved, but the support on offer remains vague. The employee has to find their feet while expectations have already shifted.
With this
checklist, you will:
Spot development opportunities
Identify the competencies and potential available within your teams
Assess internal candidates more effectively
Compare each profile against the requirements of the target role
Back up your decisions
Share common criteria with managers and explain your choices
Prepare for the transition
Pinpoint support needs from day one in the new role
Structure your internal moves in 5 steps
A practical framework to take you from identifying talent to supporting people in a new role:
- Map competencies and potential: Recognise internal resources before a position even opens up.
- Define the success criteria for the role: Specify the competencies required and how much each one matters in your context.
- Assess internal candidates: Rely on a shared competency framework and suitable psychometric assessments.
- Make and communicate the decision: Explain the choice to those concerned, based on the assessment findings.
- Guide the first 90 days: Structure follow-up and competency development in the new role.
A method for linking role requirements to employee potential and creating the right conditions for success.