Talent Management Strategies Archives

9 Effective Talent Management Strategies in 2026

Fewer than three in 10 U.S. employees are engaged at work right now. Gallup’s third quarter 2026 data put engagement at 29%, the lowest reading since 2011. That quarter also showed 18% of employees actively disengaged and 53% not engaged. Gallup cautions that one quarter does not prove a lasting trend, but engagement has slid since its 2020 peak of 36%.

That is the backdrop for talent management in 2026. Hiring good people is only the start. You also have to help them grow, keep them clear on what matters, and give managers the skills to lead. This guide covers nine strategies you can act on, a way to put a dollar figure on turnover, the metrics worth tracking, and a 90-day plan to get moving.

What Is Talent Management?

Talent management is the set of practices an organization uses to attract, develop, engage, and retain the people it needs to reach its business goals. It covers hiring, onboarding, performance management, learning, career growth, succession planning, and recognition. HR, managers, and employees all share the work. Done well, it improves the odds of stronger retention and performance, but results depend on execution, manager quality, and the quality of your people data.

What Is a Talent Management Strategy?

A talent management strategy is a written plan that connects your people practices to your business goals. It answers three questions: which skills and roles matter most, how you will build or buy them, and how you will keep the people who deliver results.

The talent management process usually moves through six stages.

Attract and hire people whose skills match business needs
Onboard them so they understand expectations early
Develop skills through learning, projects, and coaching
Manage performance with clear goals and regular feedback
Recognize and reward the behavior you want repeated
Plan succession so critical roles never sit empty

Talent management vs. human resource management

Human resource management covers the administrative and compliance side of employment, such as payroll, benefits, and policies. Talent management is more strategic and focuses on building capability and keeping high performers. Most companies need both, and the two should share data.

Why Talent Management Matters in 2026

Talent management matters in 2026 because engagement is weak, expectations are unclear, and replacing people is expensive. Here is what the latest U.S. data shows.

Gallup found that only 46% of U.S. employees strongly agreed they know what is expected of them in the third quarter of 2026, down from 49% in the first half of the year.
Gallup also reports that managers account for at least 70% of the variance in team engagement, which makes manager quality a talent issue and not just a training topic.
People are staying put. BLS reported 3.1 million quits and a quits rate of 1.9% in August 2026, well below the 2021 peak. Low quitting is not the same as high engagement, and that is our interpretation, not a BLS finding. A worker who stays but checks out still costs you.
Deloitte’s 2026 survey found that 85% of leaders say building the ability to adapt at today’s speed is critical, yet only 7% say they lead in helping their workforce continuously grow and adapt. The survey covered more than 3,000 business and HR leaders in 15 countries.

What losing one person really costs

Gallup estimates that replacing an employee can cost one-half to two times their annual salary. That Gallup analysis dates from 2019, so treat it as a planning range and not a precise figure.

Here is a simple illustration using that range. This is our own arithmetic, so swap in your numbers.

Input	Value
Company size	80 employees
Average salary	$65,000
Voluntary exits in a year	8
Cost per exit at 0.5x salary	$32,500
Cost per exit at 2x salary	$130,000
Total yearly cost range	$260,000 to $1,040,000

Even a modest improvement in retention can pay for the strategies below.

Top 9 Talent Management Strategies for 2026

1. Tie talent decisions to business goals

Start by naming the three to five business outcomes your people work must support, then trace every talent practice back to them. Clarity is slipping, as the Gallup expectations data above shows, so this is the best place to begin.

Write each company goal in one sentence
Ask which roles, skills, and capacity each goal needs
Cascade goals to teams and individuals using OKRs or a similar framework
Review progress every quarter and adjust

If a hiring plan, training budget, or performance rating cannot be linked to a goal, question why you are doing it.

2. Hire and develop for skills, not just job titles

Skills-based talent management means making decisions about hiring, development, and mobility based on what people can do, not only on titles and degrees. It lets you move faster when priorities change, which matters given Deloitte’s finding that 7 in 10 leaders say speed is their main competitive strategy.

Build a simple skills inventory for your critical roles
Rewrite job descriptions around skills and outcomes
Assess current skills through manager input, self-assessment, and work samples
Use the gaps to guide hiring, learning, and internal moves

Start with one function and expand once the process works.

3. Design onboarding around the first 90 days

Good onboarding makes expectations clear before confusion sets in. Many new hires decide early whether a role fits, so treat the first 90 days as part of your retention strategy.

Share a written 30-60-90 day plan before day one
Assign a buddy who is not the manager
Set two or three clear goals in week one
Hold structured check-ins at 30, 60, and 90 days

Treat feedback from new hires as data. If several people stumble at the same point, fix the process.

4. Make performance management continuous

Annual reviews alone leave too much unsaid. Regular check-ins, ongoing feedback, and shared goals keep people aligned between formal reviews. The gap is real, since Gallup found that only 31% of U.S. employees say someone at work spoke with them about their progress in the past six months, as of May 2026.

Hold a short one-on-one every one to two weeks
Keep goals visible and update them when priorities shift
Add peer and 360 feedback for a fuller picture
Separate development conversations from pay discussions

A performance management platform can help by keeping goals, feedback, and check-in notes in one place.

5. Invest in manager capability

Managers shape engagement more than any program you can launch, so developing them is one of the highest-return moves in talent management. Gallup data reported by Allwork suggests the effect extends to AI adoption. Employees whose managers actively encourage and guide AI use reported 48% engagement, compared with 30% among those without that support. Gallup notes the findings do not prove that AI use alone caused the difference.

Train managers on coaching, feedback, and difficult conversations
Give them dashboards on goals, engagement, and team workload
Keep spans of control realistic
Ask for upward feedback and act on it

6. Build visible career paths and internal mobility

People stay when they can see a future. Clear career paths and open internal job postings give them a reason to look inside before they look outside. The confidence gap is wide. LinkedIn’s 2024 Workplace Learning Report found that 33% of employers have internal mobility programs, but only 1 in 5 employees feels strongly confident in their ability to make an internal move.

Learning access is also limited. Gallup reports that only 32% of U.S. employees say they had opportunities to learn and grow at work in the past year, as of May 2026.

Map the common moves between roles, including lateral ones
Post open roles internally first
Link learning content to the skills each next role requires
Encourage career conversations at least twice a year

7. Plan succession and grow your high potentials

Succession planning protects you from the day a key person leaves. Start with the roles that would hurt most to lose, then identify who could step in and what they need to be ready.

The 9-box grid is a common tool here. It plots employees by current performance and future potential so you can see who is ready now, who needs development, and where your bench is thin.

List your critical roles and their current holders
Rate successor readiness as ready now, ready in 1 to 2 years, or ready later
Build development plans for each successor
Review the bench every quarter with leadership

Be careful with ratings. A 9-box placement is a conversation starter that needs calibration across managers, not a final verdict on a person.

8. Use AI in talent management, with guardrails

AI can speed up skills mapping, learning recommendations, and feedback summaries. The risk is using it in decisions without clear accountability. Deloitte found that 60% of executives use AI in decision-making, but only 5% say they manage it well.

Decide which talent decisions AI may inform and which need a human to make the call
Keep a person accountable for any decision that affects pay, promotion, or employment
Be open with employees about where AI is used
Check outputs for bias and review them on a schedule

Also set expectations. Gallup’s Q3 2026 release said its survey cannot identify AI as a specific cause of weaker employee sentiment. Roll AI out with a clear plan and manager support, not as a standalone fix.

9. Recognize people and look after their wellbeing

Recognition is cheap and underused. Gallup found that only 29% of U.S. employees say they received recognition or praise for good work in the past seven days, as of May 2026.

Make recognition specific by naming the behavior and its impact
Let peers recognize each other, not just managers
Tie recognition to your values and goals
Watch workload and burnout signals, and act early

Pay and benefits still matter, so review them against the market each year. Recognition works best on top of fair pay, not instead of it.

How to Measure Talent Management Success

Measure a small set of numbers consistently, and review them on a set schedule.

Metric	What it tells you	Review cadence
Engagement score	How connected people feel to their work and company	Quarterly
Regrettable turnover	Whether you are losing people you wanted to keep	Quarterly
Internal fill rate	How often open roles go to current employees	Quarterly
Time to productivity for new hires	How well onboarding works	Per cohort
Manager effectiveness score	Team feedback on manager support	Twice a year
Goal completion rate	Whether goals are clear and achievable	Quarterly
Succession bench coverage	Share of critical roles with a ready successor	Twice a year

Record your baseline before you change anything. Without a before number, you cannot show what worked.

A 90-Day Plan to Get Started

Days 1 to 30

Pick the three business goals your talent work will support
Pull baseline numbers for turnover, engagement, and internal fill rate
Identify your critical roles and the skills they need

Days 31 to 60

Launch regular check-ins for one pilot team
Train that team’s manager on feedback and coaching
Publish career path examples for two high-demand roles

Days 61 to 90

Build a first succession view for your critical roles
Set recognition habits and a simple AI use policy
Review results against your baseline and decide what to scale

How Engagedly Can Help

Engagedly publishes this guide and also sells talent management software, so weigh this section accordingly. The platform brings goals, check-ins, feedback, learning, recognition, and career planning into one place, which makes several of the strategies above easier to run and track. [Confirm current feature names and add a demo link here.]

Key Takeaways

Engagement in the U.S. is at a 15-year low, so passive retention is no longer a safe plan.
Managers shape most of team engagement, so manager development belongs at the center of your strategy.
Skills, career paths, and internal mobility give people reasons to stay and give you faster options when priorities change.
AI helps most when someone is accountable for the decision.
Measure a baseline first, then review a few metrics on a steady schedule.

FAQs

What is talent management in simple terms?

Talent management is how a company finds, grows, and keeps the people it needs to succeed. It spans hiring, onboarding, performance, learning, career paths, and succession planning. The goal is to match the right people with the right work and give them reasons to stay and improve.

What are the main stages of the talent management process?

The process typically runs through attracting and hiring, onboarding, developing skills, managing performance, rewarding and recognizing people, and planning succession. Retention runs through every stage and is not a separate step. Most organizations review the full cycle once or twice a year.

What is the difference between talent management and human resource management?

Human resource management handles the administrative and legal side of employment, such as payroll, benefits, and compliance. Talent management is more strategic and focuses on building skills, developing leaders, and retaining high performers. The two overlap, and the best results come when they share data.

How do you build a talent management strategy from scratch?

Start with your business goals, then identify the roles and skills needed to reach them. Assess where you stand today on engagement, turnover, and internal mobility. Pick two or three priorities, assign owners, set review dates, and pilot with one team before rolling out company-wide.

How do you measure whether talent management is working?

Track a small set of metrics such as engagement, regrettable turnover, internal fill rate, time to productivity for new hires, and succession bench coverage. Record a baseline before changing anything, then compare quarterly. Results can take six months or more to appear, so judge over a meaningful window.

How is AI changing talent management in 2026?

AI is being used for skills mapping, learning recommendations, and summarizing feedback. The main risk is unclear accountability when AI informs decisions about pay, promotion, or hiring. Set policies on where AI can be used, keep a person responsible for outcomes, and tell employees how it is applied.

Do small businesses need a talent management strategy?

Yes, though it can be simple. A small company can start with clear goals, regular one-on-one conversations, a basic onboarding plan, and a short list of who covers which critical tasks. Losing one person hurts more in a small team, so the basics matter even more.

What Is a 9-Box Talent Review? How to Run One in 2026

A 9-box talent review is a talent management practice where managers and HR rate each employee on current performance and future potential, then place them on a 3×3 grid (also called the nine-box grid or performance-potential matrix). Leaders use it to compare people consistently, spot future leaders, and decide where to invest in development and succession planning. The grid starts a conversation. It does not settle one, and it only works when the criteria are clear, several people weigh in, and every placement leads to an action.

The grid is popular. In a 2023 Gallup survey of large-company CHROs, 64% said their company uses the 9-box grid for succession planning, but only 9% strongly agreed it works well. Popularity is not the same as results. This guide shows you how to run a 9-box talent review that holds up in 2026.

In this guide, you will learn

How to define performance and potential before anyone gets rated
How to run a calibration meeting that cuts down bias
What each of the nine boxes means and what to do next
How to adapt the process for hybrid teams and AI tools
Where the grid falls short and what to pair it with

What is a 9-Box Talent Review?

Human resources evaluate and map out employees’ performance and potential using the dynamic 9-box talent review framework. A 3×3 matrix representation of this grid is necessary for effective talent management. It helps managers distinguish between employees based on their past contributions and future potential.

The 9-box model also known as the 9-box review essentially graphs nine potential employee types based on potential and performance, two crucial aspects. While performance measures how successfully an employee meets and exceeds job criteria, potential measures an individual’s ability to take on more significant responsibilities in the future.

9-Box Talent Review vs. Performance Review

They are different conversations. A performance review looks back at one person’s results and gives feedback. A 9-box talent review looks across a group of people to decide where to invest in development, stretch assignments and succession. Run performance reviews first, so the talent review starts with evidence instead of impressions.

The 9 Box Talent Review Grid Visualized

Understanding Each Quadrant:

HIGH PERFORMANCE AXIS (Right Side):

Stars (High Potential, High Performance): Your future leaders
Specialists (Low Potential, High Performance): Expert contributors
Strong Contributors (Moderate Potential, High Performance): Solid performers ready for growth

MODERATE PERFORMANCE AXIS (Center):

Emerging Leaders (High Potential, Moderate Performance): Need development
Core Team (Moderate Potential, Moderate Performance): Reliable workforce
Consistent Performers (Low Potential, Moderate Performance): Steady contributors

LOW PERFORMANCE AXIS (Left Side):

High Potentials (High Potential, Low Performance): Diamonds in the rough
Question Marks (Moderate Potential, Low Performance): Require intervention
Underperformers (Low Potential, Low Performance): Need improvement or transition

Components of the 9-Box Review

Source

Performance Axis: This axis assesses a worker’s performance in their current position, considering output, work quality, and skill proficiency.
Potential Axis: This determines a worker’s ability to advance and take on more demanding and senior-level responsibilities.
The Grid: The nine boxes are organized from top right (high potential, high performance) to bottom left (low potential, low performance). Each box offers special features that help managers make informed decisions.

Box	Potential	Performance	Suggested label	Best next step
9	High	High	Future leader	Stretch role, executive exposure, succession slate
8	High	Moderate	Emerging leader	Bigger projects, a senior sponsor, leadership program
7	High	Low	Rising talent, not yet delivering	Find the blocker (role fit, support, ramp-up) and coach
6	Moderate	High	Strong performer	Wider scope, mentoring others, targeted leadership training
5	Moderate	Moderate	Core contributor	Skill building and stretch assignments
4	Moderate	Low	Needs support	Clear expectations, short-term goals, coaching
3	Low	High	Trusted expert	Recognition, deeper expertise, a non-management growth path
2	Low	Moderate	Dependable contributor	Keep skills current and recognize consistency
1	Low	Low	Needs a reset	Check role fit, set a time-bound plan, decide next steps

How to Define Performance and Potential Before You Rate Anyone

Write down what performance and potential mean at your company before the first session. Most 9-box reviews go wrong here, because managers fill the gaps with gut feel.

Performance is what someone delivered against their goals over the full review period. Use the same sources for everyone, such as goal or OKR results, quality measures and feedback from peers and stakeholders.

Potential is how likely someone is to succeed in a bigger or different role, and how much they want it. Rate it against a specific next step, like “ready for a team lead role in 12 to 18 months,” instead of a general sense that someone is promising. Gallup suggests framing potential as readiness, such as “ready now” or “ready next”.

Many teams ground potential ratings in three signals.

Learning speed, or how quickly the person picks up unfamiliar work
Aspiration, or whether they want a bigger role and what kind
Capacity, or how they handle more complexity, ambiguity or people

Pick a small set of measurable criteria for each axis and apply them to everyone. If your company already has a competency model or leveling guide, start there.

The Nine Boxes of the 9-Box Talent Review

The Nine Boxes of the 9-Box Talent Review provide a comprehensive overview of each individual’s development and contribution level. They represent an intentional synthesis of employee performance and potential. Below is a summary of each box:

1. Low Potential, Low Performance

Employees who require assistance in their existing roles hesitate to take on more difficult jobs.

Action Plan:

Consider transferring to more relevant tasks.
Develop specific skills.
Keep an eye on any changes to ensure they improve.

2. Low Potential, Moderate Performance

Dependable workers with little room for advancement but who perform effectively in their current positions.

Action Plan:

Promote dependability and consistency.
Provide programs for improving skills.
Acknowledge efforts to raise spirits.

3. Low Potential, High Performance

Effective performers are unlikely to ascend to leadership positions despite their value as specialists.

Action Plan:

Reward and laud great performance to increase morale.
Create a distinct career path without leadership as a main priority.
Consider how you can gain specific information.

4. Moderate Potential, Low Performance

Workers with potential who are currently performing below expectations because of a mismatch in positions or a lack of support.

Action Plan:

Use coaching to address performance concerns.
Short-term goals can help you improve your performance.
Examine the help requirements and role compatibility.

5. Moderate Potential, Moderate Performance

Solid performers with growth potential, good candidates for development.

Action Plan:

Encourage developmental assignments.
Provide mentorship opportunities.
Develop skills pertinent to future roles.

6. Moderate Potential, High Performance

High achievers with some potential to take on more significant responsibilities in the future.

Action Plan:

Prepare for higher responsibility roles.
Increase leadership training.
Foster skills that support long-term growth.

7. High Potential, Low Performance

Employees with significant potential who still need to perform at expected levels are often new to their roles.

Action Plan:

Investigate reasons behind underperformance.
Offer tailored coaching and feedback.
Realign expectations and objectives.

8. High Potential, Moderate Performance

Employees who show leadership promise but have yet to perform at high levels may need more challenges.

Action Plan:

Tackle obstacles in high-impact projects.
Enhance your leadership development programs.
Increase visibility with senior leadership.

9. High Potential, High Performance

The best candidates for succession planning are top performers capable of taking on leadership roles and who thrive in their current roles.

Action Plan:

Make succession planning a priority.
Assign positions of strategic leadership.
Participate in executive development programs.

The Importance of 9-Box Talent Reviews in Modern HR Practices

The 9-box talent review is a strategic tool for modern HR operations, not just an evaluation tool. It is the foundation of effective HR management in the following ways:

1. Enhanced Succession Planning

The 9-box review assists in the critical work of good succession planning, which is necessary for long-term business success, by identifying potential leaders early on.

Open roles are still plentiful. The U.S. Bureau of Labor Statistics reported 7.1 million job openings in August 2026, so competition for experienced people hasn’t gone away. Growing leaders from within matters, yet DDI’s 2025 survey of 10,796 leaders and 2,185 HR professionals found that confidence in the leadership bench is only 20%, even after a small improvement.

2. Complying with Business Goals

The 9-box model’s strategic needs directly impact the organization’s personnel performance and potential. This ensures that HRM programs support and improve corporate goals and OKRs, allowing businesses to grow and change successfully.

3. Identifying Future Leaders

The 9-box talent review is critical for identifying high-potential people who are well-suited to leadership positions. Organizations may establish a strong pipeline of qualified leaders by proactively recognizing them and preparing them to step into critical positions as opportunities arise.

4. Tailored Development Programs

Development is where many companies fall short. Gallup reports that only 22% of employees strongly agree their performance is managed in a way that motivates them to do outstanding work. A 9-box review gives you a reason to change that, because every placement should end in a specific development plan. HR directors may ensure that talent is prepared for present and future problems in a competitive labor market by using the9-box review. This will help them establish focused development plans based on employee performance and potential.

5. Workplaces with Hybrid Environment

Hybrid work makes this harder. Gallup’s May 2026 data show that among remote-capable U.S. employees, 52% work hybrid, 26% work fully remote and 22% work on-site. When people are spread across locations, it is easy to rate the people you see most. A shared grid with written criteria keeps the focus on results and growth instead of office visibility.

HR teams, on the other hand, may effectively manage and extend the talent management process in hybrid models thanks to the standard framework provided by the 9-box talent evaluation for assessing performance and potential.

How to Conduct a 9-Box Talent Review

The 9-box talent review is an essential tool for strategic talent management. It provides an organized method for identifying and nurturing organizational talent.

However, effective implementation of this evaluation necessitates thorough planning, cautious execution, and deliberate follow-up. Here is a detailed guidance on how to carry out each stage.

Preparation: Steps to Prepare for a Review Session

Step 1: Communicate the Purpose and Process

To promote transparency and buy-in, inform all stakeholders about the goals and methodology of the 9-box review. This includes clarifying how the data will be used and the potential outcomes for employees.

Step 2: Educate Assessors Completely

Conduct training sessions for managers and HR specialists participating in the review procedure to guarantee uniformity in comprehension and implementation of the 9-box grid standards.

Step 3: Schedule Reviews Strategically

Organize review sessions during periods of low operational pressure to ensure that all participants are focused and undistracted. Consider multiple short sessions over a single lengthy session to reduce fatigue.

Execution: Best Practices During the Assessment Process

Ensure Consistency: Use the same evaluation standards for all employees to prevent bias and ensure fairness across the organization.
Facilitate Open Dialogue: Encourage managers to discuss their assessments with each other to gain multiple perspectives and refine their evaluations. This collaborative approach can help achieve a more balanced view of each employee.
Document Insights and Decisions: Maintain detailed records of discussions and decisions to provide a reference for future reviews and to track employees’ progress.
Utilize Multiple Assessors: Involve more than one evaluator per employee, particularly for high-stake decisions, to minimize personal biases and enhance the objectivity of the review.

Here is a simple worksheet you can copy into a spreadsheet.

Employee	Role	Performance evidence (3 points)	Potential evidence (3 points)	Initial rating	Calibrated placement	Development action

How to Run the Calibration Meeting

A calibration meeting is where managers compare ratings, challenge each other with evidence and agree on final placements. Plan on 60 to 90 minutes per group, depending on size.

Before the meeting, each manager rates their people using the written criteria and brings two or three pieces of evidence per person.
Start with the extremes. Review people in the top-right and bottom-left boxes first, since those decisions carry the most weight.
Ask for evidence, not adjectives. If a manager says “great leadership presence,” ask what the person did that shows it.
Compare across teams. If one manager puts most of their team in the top row and another puts almost no one there, talk about why.
Record the final placement, the reasoning and one next step for each person.
Set a deadline, such as two weeks, for development conversations and follow-ups.

Follow-up: Actions to Take Post-Review to Ensure Effectiveness

Communicate Outcomes: Clearly articulate the review results to both management and employees to ensure everyone understands their next steps and the expectations going forward.
Develop Individualized Action Plans: Tailor development plans for each employee based on their specific placement in the 9-box grid, focusing on enhancing their strengths and addressing areas for improvement.
Monitor and Adjust Development Progress: Regularly review the progress of development plans and make adjustments as necessary based on feedback and changing business needs. This can involve additional training, new assignments, or changes in career paths.
Schedule Regular Review Updates: Plan for periodic follow-up reviews to reassess employee placement on the 9-box grid and update development plans accordingly. This ensures the talent management strategy adapts to personal growth and evolving organizational goals.

Common 9 Box Talent Review Mistakes to Avoid

Top 7 Implementation Pitfalls:

1. Recency Bias in Performance Evaluation

Problem: Overweighting recent performance over annual contributions
Solution: Use structured data collection across the full review period

2. Potential vs. Performance Confusion

Problem: High performers automatically assumed to have high potential
Solution: Separate assessment criteria and multiple evaluator input

3. Forced Distribution Errors

Problem: Trying to fill each box equally regardless of actual talent distribution
Solution: Let natural distribution emerge from objective assessments

4. Lack of Calibration Between Managers

Problem: Inconsistent standards across different departments
Solution: Mandatory calibration sessions with examples and benchmarks

5. Insufficient Follow-Through

Problem: Conducting reviews without actionable development plans
Solution: Link each placement to specific development actions and timelines

6. Transparency Issues

Problem: Employees unaware of their placement or development focus
Solution: Clear communication protocols and development conversations

7. Static Annual Reviews Only

Problem: Treating 9 box as a once-yearly checkbox exercise
Solution: Quarterly mini-reviews and continuous development tracking

Is the 9-Box Grid Still Worth Using? Where It Falls Short

Yes, if you treat it as a starting point for talent conversations and not a final verdict. Critics raise fair concerns, and addressing them makes your review stronger.

Gallup’s researchers have warned that the grid can backfire when potential is scored subjectively. The common problems are easy to spot.

Potential is hard to measure, so ratings can drift toward gut feel and unintentional bias.
Labels stick, and people labeled “low potential” can become discouraged and disengaged.
A placement is a snapshot that can go stale within months.
Managers often struggle to separate performance from potential, so strong performers get automatically labeled high potential.

You can fix most of this without throwing the grid out.

Pair the grid with a readiness view such as “ready now” or “ready next,” and make sure every placement links to a development plan.

Using AI in a 9-Box Talent Review in 2026

AI can speed up the prep work for a 9-box talent review, but people should still decide where each person lands.

Adoption is growing. SHRM’s State of AI in HR 2026 report, based on a December 2025 survey of 1,908 HR professionals, found that 46% of organizations expect to use AI in HR in 2026. SHRM’s research on talent management executives also found that 70% expect managers to use AI more when developing performance reviews over the next year.

AI is most useful for prep work.

Pulling goal progress, feedback and 1:1 notes into one summary per person
Flagging inconsistencies, such as a manager who rates far above their peers
Drafting development plan ideas for managers to review and edit

Be careful in a few places.

Check local rules on automated tools in employment decisions. New York City, for example, regulates automated employment decision tools used in hiring and promotion, so talk to legal counsel before using AI in anything tied to promotions.

Don’t let a tool infer potential from proxies such as activity levels or tenure.

Keep the criteria visible, and make sure managers can explain every placement in their own words.

Use multiple raters and written criteria for both axes.

Choose neutral labels and keep placements private unless you have a clear policy for sharing them.

Update placements on a regular schedule and when roles change.

Tactics for Effective Implementation of 9-Box Talent Reviews

Effective implementation of the 9-box talent review process requires strategic tactics that ensure evaluation accuracy and that the process is dynamic and integrative with organizational practices. Below are key strategies to enhance the effectiveness of your 9-box reviews.

Training for Managers: Importance of Training Evaluators

Comprehensive Understanding: Ensure all evaluators fully understand the 9-box model’s dimensions, performance, and potential.
Assessment Consistency: Train managers to apply evaluation criteria consistently to avoid biases and ensure fairness.
Decision-Making Skills: Focus on enhancing managers’ ability to make informed decisions about talent development and placement.
Scenario-Based Training: Use real-life scenarios during training to help managers practice applying the 9-box model effectively.

Regular Updates and Feedback: How Continuous Feedback Enhances the Process

Real-Time Adjustments: Provide real-time feedback to employees, allowing for immediate developmental adjustments.
Motivation and Engagement: Continuous feedback keeps employees motivated and engaged by showing progress and areas for improvement.
Performance Trends: Regular updates help track performance trends over time, providing a deeper insight into employee development needs.
Feedback Loops: Establish feedback loops between employees and managers to foster a culture of open communication and continuous improvement.

Integration with HR Software: Leveraging Technology for Efficient Reviews

Automated Data Collection: HR software powered by talent analytics can automate the gathering and analysis of performance data.
Visualization Tools: Implement tools that visually map out the 9-box grid, making it easier to understand and use.
Accessibility and Updates: Ensure the 9-box data is easily accessible to authorized personnel and can be updated in real-time.
Integration with Other HR Functions: For a holistic approach, connect the 9-box system with other HR processes, such as training programs and performance appraisals.

9 Box Talent Review Success Stories and ROI

Case Study 1: Tech Company Transformation

Challenge: 40% annual leadership turnover, poor succession planning
Implementation: Comprehensive 9 box system with quarterly reviews
Results:

60% reduction in leadership turnover within 18 months
85% of promotions filled internally (up from 30%)
$2.3M saved in external recruitment costs

Case Study 2: Manufacturing Organization

Challenge: Aging workforce, knowledge transfer concerns
Implementation: 9 box focused on succession and knowledge retention
Results:

95% successful leadership transitions
40% improvement in employee engagement scores
Zero critical knowledge loss during retirements

Measuring 9 Box ROI in Your Organization:

Key Metrics to Track:

Internal promotion rate (target: 70%+)
Leadership turnover reduction (target: 50%+)
Employee engagement improvement (target: 25%+)
Time to fill critical roles (target: 50% reduction)
External recruitment cost savings (typical: 30-50%)

Conclusion

A 9-box talent review works when it is simple, specific and followed by action. Define performance and potential in writing, rate with evidence, calibrate across managers and turn every placement into a development step. Do that on a regular schedule, and your leadership pipeline gets clearer with each cycle.

If you haven’t incorporated the 9-box review into your talent management strategy, or if it’s time for a reassessment, consider the insights shared here. Embrace this model to enhance your organization’s ability to develop a robust leadership pipeline and maintain competitive advantage.

Start today by assessing your current practices and plotting your path forward with the 9-box system. To bring structure and consistency to your talent reviews, consider requesting a demo to explore how performance, feedback, and development workflows can be unified.

FAQs

What is a 9-box talent review?

A 9-box talent review is a talent management practice where leaders place employees on a 3×3 grid based on current performance and future potential. It helps companies compare people consistently and decide who to develop, promote or support. The grid is one input into decisions, so pair it with performance data and manager conversations.

How often should you run a 9-box talent review?

Most companies run a full review once or twice a year, often right after performance reviews. Quarterly check-ins on development plans keep placements current, especially for fast-growing teams or people in new roles. The right rhythm depends on how quickly roles and priorities change in your business.

Who should be in the 9-box review meeting?

Include each employee’s direct manager, peer or skip-level leaders who see the person’s work, and an HR partner to facilitate. Several raters per person reduce the odds that one manager’s bias drives the outcome. Keep each group small enough that every person on the grid gets real discussion time.

How do you measure potential in a 9-box grid?

Rate potential against a specific next role, using criteria you wrote down in advance. Many teams look at learning speed, aspiration and the ability to handle more complexity, and they back each rating with examples. Avoid using performance as a stand-in for potential, because a top performer in one role may not want or be suited to a bigger one.

Can employees see their 9-box placement?

It depends on your culture and policy, so decide before your first session. Many organizations keep the grid private because a label like “low potential” can demotivate people, and they share development plans and readiness feedback instead. If you do share placements, train managers to explain the reasoning and the next steps.

Is the 9-box grid biased?

It can be. The grid is neutral, but ratings come from people, so unconscious bias can creep in, especially on the potential axis. Written criteria, multiple raters, evidence-based discussion and a calibration meeting reduce the risk, though none of them removes it completely.

Is the 9-box talent review only for large companies?

No. A smaller company can run one with a simple spreadsheet and a single calibration session. Larger companies usually review by department first and then compare across the business.

Is the 9-box grid still relevant in 2026?

Yes, as long as you use it as a starting point. It is still widely used for succession planning, and its biggest weakness is subjective potential ratings. Fix that with clear criteria, neutral labels, regular updates and a follow-up development plan for every person on the grid.

What should you do with employees in the lower boxes?

Start by checking for fixable causes such as unclear expectations, the wrong role or a lack of support. Then set short-term goals, offer coaching and review progress within 60 to 90 days. If performance still does not improve, have an honest conversation about role fit or a different path.

Talent Management: What It Is and Why It’s Crucial for Your Business

Talent management is a pivotal element of organizational success, encompassing a strategic approach to attracting and developing the right talent to meet the company’s objectives. By emphasizing talent acquisition and fostering employee growth, companies can cultivate a highly skilled, engaged, and productive workforce.

Benefits of Talent management in the workplace

In today’s fiercely competitive market, businesses must make substantial investments in human capital to ensure success. However, the consequences of a disengaged workforce and the loss of talented individuals can be detrimental to the organization’s bottom line. Ineffective employee retention management could lead to disaster.

A study found that companies that invested in developing their employees had a 42% increase in profitability compared to those that don’t.

What is Talent Management?

Talent management is a strategic approach to attracting, developing, and retaining skilled individuals within an organization, aiming to align their growth with the company’s goals. Rather than merely filling positions, talent management focuses on nurturing employees’ potential, enabling them to thrive in their roles and grow within the organization.

At its heart, good talent management means seeing employees as more than just resources. It’s recognizing each person’s unique strengths, ambitions, and growth paths. So, a solid talent management approach isn’t just about meeting immediate business needs; it’s about investing in people for the long haul, creating a workplace where they feel supported and have room to develop.

Also Read: Benefits of Talent Management Software for Your Business

Why the Importance of Talent Management Peaks in 2025

As we enter 2025, organizations are navigating a triple challenge: AI disruption, a tight talent market, and evolving workforce expectations. Research by SHRM highlights labor shortages, AI-induced skill gaps, and regulatory shifts as top talent risks. Deloitte reinforces that failure to align talent with rapid change jeopardizes both business goals and human outcomes.

In this environment, the importance of talent management becomes clearer than ever—it’s not just HR’s responsibility, but a strategic imperative that ensures adaptability, engagement, and future readiness.

Strategic Talent Management Driving Business Advantage

Organizations that embed strategic talent management aligned with business goals deliver up to 20% higher return on equity, and those with integrated programs see 38% greater returns (TalentGuard).

In 2025, effective talent management goes beyond traditional development—emerging trends such as skills-first hiring, AI integration, and career lattice models are reshaping not only who you manage but also how you nurture and retain them (Odgers, Totara Learning).

Why do we Need a Talent Management System?

While an effective talent management system is directly proportional to employee engagement, the latter has become an increasingly important part of any company’s success.

Engaging your employees will help them perform better and increase productivity. Research shows that when employees are engaged, they’re more productive than when they aren’t. They’ll also have higher morale, which means less turnover and increased loyalty.

The report showed that organizations that took steps to improve employee engagement saw a 21% improvement in productivity. There are now over 500 studies showing how investing in your employees leads to increased profits, better-quality products, happier customers, and improved morale.

Importance of a Talent Management System

TMS also plays a crucial role in boosting the overall productivity and profitability of an organization in the following ways:

1. Contributes to Strategic Hiring

A TMS, especially AI-powered talent management software, allows you to automate, including creating job postings, managing applications and communicating with candidates. A TMS makes it easier to track each step of the recruitment process, helping you keep up with everything. You can even use a TMS to send automated cold emails to candidates based on specific criteria.

Enterprises need to have visibility into the destiny and pipeline tasks to make knowledgeable hiring selections. Resource capacity planning allows you to pick out the talent gap in advance. It enables avoiding last-minute scuffles for capable personnel and hires suitable talent units to fulfill destiny work demands. Depending on the scope and period of the tasks, you may hire permanent or contingent personnel.

2. Improves the Onboarding Process

The process of recruiting and hiring employees can be tedious and inefficient. This often leads to long hours spent filling out forms and waiting for responses. A good TMS can help automate the entire process of onboarding new hires. With a TMS, you can store all of the information gathered throughout the recruitment and hiring process into one centralized database. From there, it becomes easy to update each profile with relevant information.

You can even set up automated reminders to ensure that new hires are completing the necessary paperwork on time. This allows you to spend less time doing repetitive tasks and more time focusing on what matters most – growing your business.

Also Read: 10 Ways to Create the Best Employee Onboarding Experience

3. Enhances Overall Employee Development

An effective TMS solution also collects data about what skills an employee has. This information is used to provide personalized recommendations to the individual based on their job role and responsibilities. For example, an accountant might receive suggestions to learn how to use Excel while working on a specific project.

A good TMS enable employees to take advantage of educational opportunities and continue their professional growth. At the same time, it should make sure that every employee receives the appropriate training and support for their career goals.

4. Implements Multi-Skill Building

Limited and monotonous repetitive work can cause boredom and a sense of professional stagnation for most personnel. Not exposing them to numerous roles and sports hinders employees’ professional targets resulting in decreased morale, productivity, and unplanned attrition.

According to Gartner,” loss of profession improvement possibilities ends in 40% attrition in businesses worldwide.” Skill construction and improvement are substantial results of skills management.

Managers can enforce a task rotation approach that facilitates team contributors to diversify their ability sets. Workforce management answers seize their skills and allow the well-timed allocation of resources to the proper job. Encouraging personnel to construct a couple of secondary capabilities improves worker motivation and additionally enhances their billability.

Also Read: How to Upskill Employees: 6 Practical Tips

5. Retains Top Talent

Once you have the best employees in your organization, you need to keep those people. In fact, according to a study conducted by LinkedIn, companies lose up to 40% of their most talented workers every three years. And once they move on, there’s no guarantee they’ll come back. So why do we let our best people go?

A study by SHRM reveals that “the common hiring fee and lead-time are $4129 and forty-two days, respectively“. The employee turnover additionally consists of smooth prices which include reduced productivity, reduced engagement, training expenses, and cultural impact. Employee retention is an important factor of expertise control and consists of hiring the proper candidates and providing worker benefits, education, and development opportunities. If turnover is inevitable, additionally it is succession making plans for commercial enterprise continuity.

The truth is that retaining great employees requires effort. You need to invest in training, mentoring, and development. Otherwise, you risk losing out on some of the very people who can help grow your business. It is essential to enforce TMS in place to bring down the employee attrition rate in the company.

Also Read: 10 Best Employee Retention Strategies to Keep Your Best Talent

6. Boosts Employee Experience

A TMS that integrates with HR software allows companies to improve the employee experience by providing access to payslips and holiday requests. This helps employees feel valued and appreciated, while also improving productivity and reducing the likelihood of employee burnout.

Businesses can use workforce planning equipment to schedule group individuals for activities primarily based totally on their capabilities and interests. It has a huge effect on worker motivation and productivity.

According to Gallup, “utilizing the skills and strengths of employees regularly improves their engagement by six times.”

Providing good enough training possibilities for reskilling or constructing new capabilities allows hold their Individual Development Plan or IDP. Training new skills additionally makes sure that assets finishing up at the bench are billable as quickly as they’re rolled off from initiatives.

7. Helps Planning for Critical Positions

Succession planning is a vital technique of skills control that allows the creation of professional personnel able to fill management and different vital roles because the enterprise grows, changes, or develops. During enterprise enlargement or control turnover, succession-making plans guarantee that productiveness and worker morale aren’t always affected. Since the multi-professional team member’s function will want distribution amongst numerous employees, it may drastically spike resourcing costs. A workforce planning and management tool offers full visibility of assets throughout geographical barriers. It allows distribution work amongst multiple people from low-price locations. Thus, agencies can keep away from an unmarried factor of failure if a vital resource leaves the employer without finances overrun.

Talent Management Strategy

A talent management strategy is a structured plan that companies use to attract, develop, and retain their best employees to meet both immediate and long-term business goals. It’s about aligning an organization’s workforce with its vision and values by focusing on everything from hiring and training to employee growth, engagement, and succession planning.

5 Successful Talent Management Strategies

Talent management is everyone’s responsibility. But it doesn’t mean you have to do everything yourself. Here are five tips to help you recruit, hire and keep great workers.

1. Focusing on Data-Driven Recruitment

Data-driven recruitment strategies have been around for some time now. But it wasn’t until recently that we saw a shift toward a more data-centric approach to talent acquisition.

The latest wave of change began about four years ago when companies like LinkedIn and Hired launched AI-powered tools to assist recruiters. These platforms allow you to curate relevant jobs based on specific criteria, such as industry, salary range, and location. They also provide insight into how many open positions there are within a certain radius, what types of skills are needed, and whether those skills are in high demand.

This type of information helps recruiters make better decisions regarding where to focus their efforts. And because the majority of recruiters are already spending most of their time looking for qualified candidates, having a tool that makes finding those people easier and faster is a huge win.

2. Enabling Automated Recruitment

Personalized, intelligent nurturing will continue to be one of the most important keys to providing a premier candidate and hiring experience. As we move into the next decade, it will become even more critical to understand each prospect’s unique needs and preferences and tailor messaging to keep candidates engaged throughout the entire process.

One key facet of data-driven recruiting and Talent Acquisition (TA) is candidate nurturing. It’s about understanding how to reach out to candidates in ways that are relevant and engaging, while still keeping the conversation positive and productive. This includes reaching out via email, phone calls, text messages, social media posts, and landing page visits.

3. Promoting Internal Mobility

Talent acquisition leaders who prioritize internal mobility will be better positioned to retain top talent. According to LinkedIn, employees are more likely to stay at organizations that provide opportunities for internal career growth and mobility, highlighting the importance of strong internal hiring strategies.

This is good news for those looking to fill positions, but it also highlights a growing issue for many employers: retention. The average tenure at an organization has dropped from 5.5 years in 2014 to 4.7 years in 2000.

4. Focusing on the Employees’ Mental and Physical Well-Being

Recruitment experts agree that companies should prioritize improving employees’ mental health and wellness. “As we move into the future, I think there will be a greater emphasis on how you treat people,” says Michael Littwin, CEO of TalentGuru. “You’re going to see organizations focusing on making sure that they’re treating their people well.”

In response to the growing demand for help, many companies have rolled out programs aimed at addressing workplace anxiety. Some offer free access to counselling sessions via phone, video chat, or email; others provide paid assistance for those who need it. Others still are offering flexible hours and telecommuting options in addition to financial support.

Also Read: Unique Ways to Support Wellness in the Workplace

5. Refocusing on Employee Engagement

The shift toward employee engagement is another trend that HR professionals should pay attention to. According to a survey by the Society for Human Resource Management, only 20% of respondents say their company provides training and development opportunities for its employees. That means 80% of workers don’t feel supported in their professional growth.

Employee engagement is not just about creating a fun work environment,” says Laura D’Andrea Tyson, president of the Center for Workforce Development at New York University Stern School of Business. “It’s about helping your workforce grow and develop professionally so they can contribute more effectively to your business.

To create a culture of learning and continuous improvement, companies must invest in training and education.

Talent Management Examples

1. Career Pathing and Development Programs

Structured career paths and development programs give employees a clear view of growth opportunities, motivating them to stay and progress. Take IBM, for instance—they offer employees plenty of tools to plan their careers, from training sessions to leadership programs, all designed to help folks move up the ladder. This approach keeps talent engaged and loyal since employees can see a future for themselves within the company.

2. Mentorship and Coaching Initiatives

Mentorship and coaching programs are invaluable for helping employees build skills and learn from seasoned leaders. General Electric (GE) is a perfect example—they have their famous “Crotonville” leadership development center where mentorship and coaching are core elements. This investment in mentorship helps GE cultivate internal talent, ensuring employees feel valued and prepared for future leadership roles.

3. Performance and Feedback Systems

Continuous performance management with regular feedback sessions supported by 360-degree feedback keeps employees aligned with goals and helps them grow. Adobe made a smart move by replacing traditional annual reviews with their “Check-In” system, allowing for more frequent conversations between employees and managers. This setup has improved engagement and performance, creating a more constructive, stress-free feedback environment.

4. Succession Planning

This involves spotting and developing potential future leaders early on. Companies like PepsiCo have really mastered this. Their “Leadership Pipeline” is all about identifying top talent and preparing them for bigger roles, which keeps the company stable and ensures a smooth leadership transition when the time comes.

5. Employee Recognition and Rewards

Recognizing achievements through structured programs boosts morale and retention. Zappos is known for its culture of recognition, offering peer-to-peer recognition, performance awards, and fun perks like themed celebrations. This approach has helped Zappos keep turnover low and maintain a lively, engaged work environment.

Talent Management and Talent Acquisition: Are They the Same?

difference between talent acquisition and talent management

While talent management covers the entire employee lifecycle, talent acquisition is focused on recruiting and hiring candidates. This includes everything from screening resumes to conducting interviews to onboarding new hires into the organization. While it might seem like talent management and talent acquisition are one and the same, there are some key differences between the two.

One major distinction is that while both involve managing people, talent acquisition involves finding and attracting those individuals. In addition to sourcing potential employees, talent acquisition professionals typically work closely with human resources departments to recruit and screen job applicants. They also evaluate and recommend compensation packages based on skills and experience.

Also Read: A Complete Overview of Talent Management in a Changing Global Workplace

Talent management, meanwhile, tends to focus more on retention and development. Organizations use talent management software to track performance reviews and provide feedback to help improve overall productivity and efficiency. By focusing on the entire employee lifecycle rather than just recruitment, organizations can retain better workers and prevent turnover.

Talent Planning vs. Talent Management

Aspect	Talent Planning	Talent Management
Primary Focus	Future workforce needs and preparation for upcoming demands	Current workforce lifecycle, development, and engagement
Purpose	Ensuring the organization has the right talent in place for future goals	Developing, supporting, and retaining employees from hiring through to their career progression
Key Components	Workforce forecasting, skills gap analysis, succession planning, recruitment strategy	Onboarding, training & development, performance management, employee engagement, retention
Time Orientation	Primarily proactive and future-focused	Primarily present-focused but supports long-term employee growth
Objective	Address skill shortages, leadership gaps, and other future talent needs	Nurture employee potential, boost engagement, reduce turnover
Who It Affects	Impacts hiring strategies, training needs, and resource allocation for future roles	Directly impacts current employees’ experience, growth, and career satisfaction
Approach	Strategic and analytical, often data-driven	Holistic and people-centered, focused on employee journey and satisfaction
Common Activities	Workforce planning, analyzing future skill needs, forecasting hiring requirements	Goal setting, feedback, career development, recognition, and retention efforts
Success Indicators	Workforce readiness for future roles, reduced skill gaps, effective succession pipeline	High employee engagement, low turnover, strong performance outcomes, and career progression

2025 Trends That Reinforce Why Talent Management Matters

Data-Driven Talent Insight – Companies now leverage advanced analytics powered by talent analytics to understand promotion rates, engagement drivers, and retention risks.

Personalized Talent Experiences – AI-enabled personalization ensures tailored development and retention strategies aligned with individual career aspirations.

Human-Centric Leadership and Succession – Boards are increasingly treating talent strategies as strategic assets, ensuring leadership pipelines are agile, diverse, and future-proof.

How to Elevate Your Talent Management Strategy in 2025

Embed AI and analytics to track internal mobility, retention risks, and leadership potential.

Shift to skills-first models by adopting micro-credentials, internal talent marketplaces, and competency mapping to fill gaps faster.

Refresh succession planning to support career lattices, enabling non-linear growth and enhanced internal mobility.

Treat talent as a strategic risk—ensure C-suite sponsorship and cross-functional involvement in talent initiatives.

Final Thoughts

Talent management is one of those buzzwords that seems simple enough, but it encompasses a lot of things. From recruiting to performance evaluation to compensation planning, many different aspects of human resources management fall under the broad heading of talent management. In addition to being able to manage people effectively, you must be able to understand what motivates employees and how to motivate them.

You might think that this sounds like a tall order, but there are plenty of jobs out there that require just such skills. If you’re looking to build a more structured and scalable talent management strategy, it may be worth requesting a demo to see how leading organizations approach it.

Frequently Asked Questions

What does talent management mean?

Talent management is the strategic process of attracting, developing, engaging, and retaining employees to meet business goals.

Talent management is a comprehensive HR approach focused on optimizing the full employee lifecycle-from recruitment and onboarding to continuous learning, performance management, succession planning, and retention. Unlike a narrow focus on immediate hiring needs, talent management treats employees as dynamic, long-term organizational assets whose professional growth directly impacts overall business performance, adaptability, and future readiness.

Why does talent management matter?

Talent management is important because it improves engagement, retention, productivity, succession readiness, and long-term business performance.

An organization’s ultimate competitiveness depends entirely on its ability to maximize its people. A structured talent management strategy delivers crucial business benefits:
Higher Discretionary Effort: Boosts daily employee engagement, morale, and baseline productivity.
Lower Turnover Costs: Retains high performers by providing clear, internal upward mobility.
Robust Leadership Pipelines: Builds predictable succession readiness for critical executive roles.
Strategic Agility: Aligns workforce skill sets directly with shifting corporate strategy and market changes.

What features does a talent management system have?

A talent management system typically includes hiring, onboarding, development, performance management, succession planning, and retention tools.

A Talent Management System (TMS) is an integrated platform that centralizes employee lifecycle data. Essential features to look for include:
Applicant Tracking & Onboarding: Automating candidate pipelines and standardizing initial training workflows.
Learning & Development (L&D): Managing upskilling, compliance tracking, and skill-gap identification.
Performance & Goal Tracking: Aligning individual daily tasks with organizational OKRs and running review cycles.
Succession Planning Analytics: Mapping leadership readiness, potential, and internal talent marketplaces.

Is talent management the same as recruitment?

Talent acquisition focuses on hiring people, while talent management covers hiring, development, engagement, retention, and succession planning.

While closely related, the two functions operate on different scopes and timelines:
Talent Acquisition (Recruitment): A transactional, front-end focus on sourcing, screening, interviewing, and successfully hiring external candidates to fill immediate openings.
Talent Management: A holistic, long-term strategy covering the entire employee journey. It includes career pathing, performance coaching, compensation rewards, internal mobility, and cultural engagement after the hire is completed.

How can companies improve their talent management strategy in 2026?

Companies can improve talent management by using analytics, strengthening internal mobility, building skills-first models, and updating succession plans.

Modernizing your talent strategy requires a data-driven, adaptive, and highly personalized approach to the workforce. Key priority actions include:
Leveraging People Analytics: Using predictive data to identify flight risks, track internal mobility trends, and evaluate leadership potential.
Shifting to Skills-First Models: Deploying competency mapping and micro-credentials rather than relying strictly on legacy job titles or degrees.
Creating Talent Marketplaces: Facilitating agile cross-departmental projects to allow non-linear, flexible career growth.
Integrating Responsible AI: Customizing internal training recommendations to match employee aspirations with real-time business needs.

A Complete Overview of Talent Management in a Changing Global Workplace

Businesses are struggling to keep up with their talent management practices. In the current global business environment, it is getting tougher to hire and retain top talent. With the recession weakening revenue streams and the great resignation causing employers to lose their top talent to their competitors, businesses are at a tipping point.

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