Module 5/6 25 min
Running talent review and retaining HiPos
Step 1 / 3·The annual review rhythm
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Learning objectives — after this module you will:
- Design an annual talent-review rhythm
- Run a fair, evidence-based calibration session
- Post-review action: development, retention, communication
Learn ~8 min
The annual review rhythm
Grasp the closed-loop talent-review cycle across the year.
The 4-beat talent-review cycle
- PREPARE (Jan–Feb): update critical-position role profiles; managers rate the 9-box + nominate HiPos WITH behavioral EVIDENCE
- CALIBRATION (Mar): a panel of multiple managers cross-checks each nomination — agree the standard, block bias; finalize the HiPo list and succession map
- ACTION (Apr–Nov): each HiPo gets a 70-20-10 path with an owner; successors get stretch; track quarterly
- REVIEW (Dec): measure movement — how many successors raised readiness, how many HiPos left, how coverage changed — as input for next year
Calibration rules of the game
Three rules: (1) every judgment must come with a specific behavioral example; (2) the chair asks in reverse 'who is NOT in this room but deserves to be named?' to fight visibility bias; (3) don't finalize anyone's rating until the direct manager has finished presenting the evidence.
Key takeaway: Prepare → Calibration → Action → Review: a review isn't an event, it's a year-long cycle.