How Defensible Are Your People Decisions?

Most leaders believe their talent systems are fair. Few can prove it. This 3-minute quiz will show whether opportunity in your org is built on systems or familiarity.

When a high-visibility project opens up how do you make your selection?

A

Clear Nomination Process

B

Manager Discretion

C

The people who have done it before

If someone challenged you to prove that growth opportunities are handed out fairly in your org — could you back it up with data?

A

Yes — we track and can pull the data when needed

B

Somewhat — we have some examples, but no consistent data

C

No - We don't track it

How often do the same 10–15% of employees get the biggest opportunities? If you don't track it go with your observations and experience

A

Rarely

B

Sometimes

C

Constantly

When key people leave, do you have internal replacements ready?

A

Usually - We have succession plans and we actively use them to fill open roles

B

Occasionally - We look at who we believe is ready and decide

C

No - We scramble each time trying to find someone looking internally and externally

How transparent are your promotion criteria?

A

Very transparent - documented internally and available to all employees. We always follow the process

B

Somewhat transparent - we have a process in HR but it is not shared and may not be used consistently

C

Not transparent at all - we don't have a process and the criteria is based on manager decisions

Has anyone analyzed who missed out on advancement opportunities this year?

A

Yes - we do it annually

B

Somewhat - we looked at promotions after that fact

C

No

What happens if the same people keep getting selected for opportunities such as stretch roles, special assignments, leadership training ?

A

The decision is challenged with managers and decision makers

B

Noted within HR or leadership team but no direct action

C

Nothing

When someone leaves citing lack of growth, what happens?

A

We investigate - We attempt to pin point where we missed growth opportunities and improve

B

We log exit reasons but rarely act on them

C

We don't ask - no exit interview process exists

Who owns “opportunity distribution” today?

A

HR (analytics, HRBPs etc.) It is tracked systematically

B

Each individual Manager. It is not tracked across the organization

C

We don't track it

If you had to publish your opportunity data tomorrow for your who organization to see what would happen?

A

Nothing - we are already transparent and share the information

B

We would likely loose some people

C

We would get sued