Talent Management
Winning in an increasingly complex and service-driven global economy is all about execution, and execution comes down to people. The countless decisions made and actions taken by people at every level of an organization are the sum and substance of that business. If they make the right decisions and take the right actions at the right time with the right information, the business will flourish. If not, it will flounder. It is both that simple and that complicated.
Therefore the “people investments” represent a singular, untapped opportunity for technology companies to drive financial performance in the coming decade. The effectiveness of these investments may well determine which companies succeed or fail; which companies continue to innovate, cut costs and drive productivity; and which companies spend too much energy just to replace the talent they once had or work without cohesion due to poor leadership and direction.
In our eyes giving feedback is the single most important talent management activity.
So far most of the solutions supporting the feedback between the managers and employees focus on results only and not on actions leading to results.
We compare this to giving to a footballer a feedback about the score only and not about his technical, physical and mental capabilities.
Mg improves the quality of the feedback significantly. It gives to managers and employees alike a highly practical action overviews. This enables them to feedback about the tasks accomplished, open, delayed, defered... and not results only.
