TALENT AND SUCCESSION

In Heineken, we assess talent by a number of criteria:

Performance rating Potential rating this is driven by a direct report s learning agility and their ambition.

Availability time frame in which a direct report would be available to move to another position from the perspective of their people manager and business.

Succession readiness time frame in which a direct

report would be ready to move to another position

from the perspective of their capabilities and development.

If all of these criteria are met, then the challenge for a people manager is keeping talent engaged whilst they wait for an opportunity to arise.

Click to watch the video. How can you keep talent engaged?