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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
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