Internal Talent Mapping: The Ultimate Tool for Attraction, Development, and Retention
Do you know what I love most about my work? It’s that magical intersection where business outcomes and people’s potential meet. Delivering commercial results while building capability and offering opportunities to individuals feels like the ultimate win-win, dare I say, utopia.
This week, as I catch my breath after wrapping up our annual talent mapping process, I wanted to share why it’s one of the most rewarding undertakings in the talent space. It’s a process that’s both functional and aspirational, offering incredible insights that ripple across the entire organisation.
What Is Talent Mapping?
Talent mapping isn’t just a HR buzzword – it’s a deep dive into our people’s strengths, challenges, and aspirations. This year’s process involved:
- 43 Managers
- 300 Employees
- Countless Development Plans
- 9-Box Grids
- Hours of Talking (and even more listening)
It’s a massive project, but every conversation with every people leader about every team member is worth it. We discussed wins, challenges, and where we can continue to support them and where we can strengthen our efforts.
The results? A year’s worth of insights to fuel our Learning and Development (L&D) programs, succession planning, talent attraction strategies, and broader organisational improvements.
Why Talent Mapping Matters
Talent mapping is far more than a behind-the-scenes exercise. It’s a gift that keeps on giving, benefiting both individuals and the organisation as a whole. Here’s what it achieves:
- Identifying Skills Gaps
By mapping talent across teams and departments, we uncover trends that may otherwise go unnoticed. This holistic view allows us to align development programs to meet the evolving needs of the business.
- Building Learning and Development Programs
The data we gather drives scalable and accessible L&D initiatives, from technical training to leadership development. These programs:
- Enhance job satisfaction.
- Support performance discussions.
- Strengthen career planning.
- Build trust by delivering on both individual and organisational needs.
- Creating Targeted Development Plans
Talent mapping invites managers and employees to co-create individual development plans that connect ambition with capability. Each party has a key role:
- Employees own their plans.
- Managers sponsor their development.
- The Organisation facilitates the resources and opportunities.
This collaborative approach aligns personal aspirations with organisational goals, creating a culture of continuous learning and growth and the shared responsibility of what it takes to be a high performing team.
From Career Progression to Succession Planning
One of the most exciting outcomes of talent mapping is how it fuels career growth. By identifying high-potential individuals, we can provide them with tailored resources and opportunities to thrive.
We proactively plan for key roles by pinpointing internal successors, creating a culture of internal mobility and long-term career progression.
What I’m the most proud of is the way we review those across our business who need more support, honesty and coaching to give them every opportunity to achieve their potential too. This constructive and professional approach to talent mapping means that we really seek to understand drivers for ALL employees. It’s pretty cool seeing high performers succeed in your business. It’s taken to a whole new level when you see people who might have not been meeting the mark turn things around and flourish when their managers take responsibility for their influence on team performance.
Strengthening Employer Branding and Talent Attraction
Talent mapping doesn’t just benefit existing employees – it also bolsters our ability to attract top talent. By showcasing clear career pathways, celebrating internal success stories, and addressing skills gaps, we strengthen our employer value proposition (EVP).
When prospective candidates see a commitment to development and growth, they’re more likely to picture a future within the organisation.
The Bigger Picture
Talent mapping isn’t just an HR initiative – it’s a strategic business tool. It aligns people, processes, and priorities to create a workplace where everyone can thrive.
Yes, it’s a lot of work. But knowing that each employee now has the clarity, support, and opportunities they need to succeed? That’s what makes it all worthwhile.
If you haven’t embraced talent mapping yet, it might be time to start. Because when you invest in your people, the returns – for them and for the business – are endless.
Things that caught my attention this week:
Aligning TA & HR with Business Strategy
Alright, ATC are running a webinar next week that you can’t miss. Hear from experts about what happens when people strategies align seamlessly with your business objectives. (spoiler: everything else falls into place).
How to Stay Relevant and Competitive in the Future of Work
A new found secret pleasure of mine is audiobooks. Ironically formed out of listening to Atomic Habits by James Clear. It’s part of my habit stacking (IYKYK). Anyway, I’ve just finished Andrea Clarke’s Future Fit: How to Stay Relevant and Competitive in the Future of Work which is so enjoyable! Anecdotes and story telling coupled with data had me aha-ing all the way through. She’s won a stack of awards and about to release her next book which I’ve already preordered.
Grab a copy or download the audio version. It’s a good read and doesn’t just equip you with all the right skills needed for a project like this but validates why it’s such an important part of strategic talent management.
Nurturing Talent from within
18 months ago I hung out in a zoom room with our very own Jo Vohland as she facilitated a brilliant webinar on Internal Mobility, hosted by Marina Murphy. It was great and I think still super relevant!
