2.4.1 Talent Development Processes
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Staff, trainees and interns talent development process at euforia is conducted on a bi-monthly & annual basis with a mix of various means to provide a clear, flexible and empowering framework for each to developing his/her own talents. It ensures comprehensive evaluation of each person's work while respecting each person's ability to manage themselves.
After the first meetings with your integration coach and the end of trial period evaluation, the next step in your talent development process are:
a bi-monthly 1:1 (peer assessment)
weekly 1:1 check ins
an annual 360° evaluation
individual sessions on different topics
Peer to peer Monthly 1:1 are meetings that last around 1 hour (per person) where you will get a chance to:
Review your bi-monthly objectives and underline any "oops" and its learning from it
Check if you are in track with your quarterly objectives
Approve your next bi-monthly objectives
Assess your wellbeing / self-management
Approve any new learning objective
Fix any training plan and determine new training needs
Have a moment for peer feedback (personal and professional)
You find the model of the agenda of these meetings here (you can copy paste it and create a doc for you). Please do not forget to update the minutes of your 1:1 gdoc in this folder (only accessible to employee).
Frequency: this meeting is held every 2 months during your euforia career. You are responsible for fixing them with a colleague of your choice or with the lead link of your circle.
During your on-boarding time at euforia (first 3 months) every employee/intern/trainee gets to talk to their integration coach once a week in order to get used to the way we work at euforia as well as to be supported in the definition of personal objectives and resolution of any challenge that you might encounter during your integration. Find here the model of your weekly check in!
The annual evaluation is the opportunity to look back at the past year and explore what you achieved and how you performed, in euforic general competencies and in your roles.
Frequency: this meeting is held every year during your euforia career. You are responsible for fixing it with 1 to 3 peers that you are mostly working with (don't worry we'll remind you to fix it ;)) You will be able to not only get feedback from your peers but also to self assess your qualities and your work.
Based on the results of the assessment you will establish:
your talent development plan (learning objectives & trainings or other) for the year to come
your wellbeing plan for the year to come
For the model & the instructions on how to fill in the annual 360° assessment click here. Don't forget to copy the this document, add your name + year and store it in your personal folder!!!
At one time we used to do a quarterly review with the lead links of each circle, to establish how team members were doing individually with regards to their performance. Basically each team members would share his/her quarterly objectives with the color code green-yellow-red to indicate whether they were reached or not. The lead link was responsible for having relevant info before the quarterly review (for eg, why did someone not reach their objectives?). During the quarterly review the lead links would review each person's situation and if it looked like someone was underperforming, decide an appropriate course of action, which could include: changing roles, taking a training, teaming up with someone more experienced, offering to hire someone to support them, starting the process to (potentially) terminate the contract. .
During your euforic career there might be times where you feel lost, or need an advise on a certain topic. In that case do not hesitate to ask the Talent Development role in Heartbeat to schedule a personal session with you! You can obtain support in many areas, such as:
mediation/conflict resolution
support with dealing with a difficult situation
stress management
personal organization in a self-managed environment
time and priority management (Getting things done and more)
life-work balance
improving self-management in my circle
how to manage/support interns or employees with small percentages so that their flourish
how to give difficult feedback
principles for "managing" people
how to manage change
how to hold effective and efficient meetings
using tools @ euforia
tensions in your roles
digital wellbeing
etc. etc. etc. >>> any topic that you want to bring will be taken very seriously! Do not hesitate to ask for help :) Remember: "Asking for help reveals strength, not weaknesses!"
