How To Run A Talent Review Meeting

Conduct a Talent Review Meeting by thoroughly preparing evaluation materials, engaging in constructive dialogues about employee performance and potential, devising actionable development plans, and following up to ensure implementation and progress.

A Talent Review Meeting is a formal gathering that is held within an organization to evaluate and discuss the performance, potential, and development of its employees. It typically involves key stakeholders such as managers, HR representatives, and senior leaders who review individual employee performance data, provide feedback, identify high-potential individuals, and discuss talent development strategies and succession planning. The meeting aims to align employee skills and aspirations with organizational goals, identify strengths and areas for improvement, and make informed decisions regarding talent management and career progression within the company.

What is the purpose of a Talent Review Meeting?

Running a talent-review meeting as a leader is essential for identifying and developing the potential of employees within an organization. This purposeful gathering allows leaders to evaluate individual performance, recognize talent, and strategically align employees with opportunities for growth, advancement, and increased job satisfaction. By nurturing and harnessing talent, leaders can drive organizational success and cultivate a high-performing workforce.

How To Run A Talent Review Meeting: Step-By-Step


Step 1: Preparation

In addition to identifying key stakeholders and gathering necessary materials and data on employees, it is essential to set a clear and mutually convenient date for the meeting, ensuring maximum participation and engagement from all involved.

Our application, ZipDo, transforms your calendar by importing meetings into a collaborative environment designed for team interaction. Here, a collective meeting agenda is developed, encouraging input from all team members. This approach fosters better-prepared meetings, enhancing efficiency and easing the burden of meeting preparation and follow-up.

ZipDo, our creation, makes team meeting preparations effortless by providing a centralized location for all information from previous meetings. Meeting leads can easily access this data, including agendas and notes, ensuring a well-prepared and comprehensive meeting agenda.

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Step 2: Decision on Criteria

Stakeholders collaborate to establish and determine the set of standards for assessing talent, encompassing performance metrics, leadership attributes, innovative thinking, and other pertinent criteria.

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Step 3: Data Collection

In order to gather comprehensive data on each employee, it is essential to utilize various methods such as performance reviews, feedback from supervisors, and self-evaluations. Collecting information from these sources will provide a holistic view of the employees’ capabilities and performance.


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Step 4: Pre-Meeting Analysis

Analyze the collected data to comprehensively evaluate every employee’s skills, achievements, and future prospects in preparation for the upcoming meeting. This will provide valuable insights into their capabilities, current performance, and potential for growth.

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Step 5: Planning Meeting Agenda

Based on your thorough analysis, I have prepared a comprehensive and organized agenda for the meeting. It outlines the specific topics to be discussed and their order of discussion.

Our tool, ZipDo, seamlessly transitions meetings from your calendar to a dedicated collaborative workspace. This space allows for the creation of a communal agenda, with space for input from all team members. By facilitating better preparation, ZipDo not only makes meetings more efficient but also streamlines the entire process surrounding meetings.

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Step 6: Conducting the Meeting

Hold a comprehensive meeting to gather valuable input from all stakeholders. Evaluate each employee’s performance and potential in alignment with pre-established criteria.

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Step 7: Talent Ranking

Ranking employees based on discussions and evaluations during meetings is crucial as it allows organizations to identify individuals who possess high potential and excel in their roles. This helps in providing them with development opportunities to enhance their skills and further contribute to the organization’s success.

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Step 8: Development Discussion

It is essential to consider potential growth prospects and future plans for each employee, particularly those acknowledged as high potential or high performing. This includes identifying development opportunities that align with their skills and ambitions to foster their career progression.

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Step 9: Decision Making

Make informed decisions regarding employee development, promotions, and succession planning by considering discussions and rankings. This ensures effective planning and management of employees’ growth and career advancement within the organization.

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Step 10: Action Plan

Develop an action plan based on the decisions made during the meeting. This plan should outline clear and specific steps for each employee in terms of their development, potential promotions, and any other relevant actions needed to execute the decisions made.

Questions to ask as the leader of the meeting

1. What are the specific skills and strengths of this individual?

Explanation: This question helps the leader identify the unique abilities and qualities possessed by the individual, allowing them to better understand their potential contributions to the team or organization.

2. How does this individual demonstrate their ability to take on new challenges and responsibilities?

Explanation: By exploring how the individual has effectively tackled challenges in the past, the leader can assess their adaptability, growth mindset, and capacity for handling additional responsibilities.

3. What is the individual’s level of commitment and reliability?

Explanation: This question probes into the individual’s work ethic and reliability, giving the leader insight into their dedication and dependability in meeting deadlines and delivering quality work.

4. How does the individual contribute to the overall team dynamics and collaboration?

Explanation: Understanding how the individual interacts within a team is crucial for ensuring a positive work environment. This question sheds light on their ability to collaborate, communicate effectively, and support their colleagues.

5. What is the individual’s potential for growth and development?

Explanation: This question aims to assess the individual’s capacity for continuous learning and improvement. It helps the leader determine if the person is ready for new challenges or if they would benefit from additional development opportunities.

6. What feedback or recognition has the individual received from peers, clients, or stakeholders?

Explanation: By seeking feedback from others, leaders can gain a more holistic perspective on the individual’s performance and impact. This information can provide valuable insights into their reputation and influence within the organization.

7. Does the individual demonstrate leadership potential?

Explanation: Evaluating whether the individual exhibits leadership qualities can help leaders identify potential future leaders within the organization. This question is especially important if the talent review is conducted for succession planning purposes.

8. How well does the individual align with our organizational values and culture?

Explanation: Cultural fit is crucial for overall team alignment and success. Assessing how well the individual shares and embodies the company’s values and desired culture can help leaders determine their long-term fit within the organization.

9. Are there any specific areas where the individual needs support or development?

Explanation: Acknowledging areas that require improvement is necessary for fostering growth and maximizing potential. By identifying weaknesses or gaps, leaders can offer targeted support and development opportunities to help the individual progress.

10. What are the individual’s career aspirations and goals?

Explanation: Understanding the aspirations and goals of the individual is vital for aligning their professional growth with organizational needs. It also helps leaders ensure they provide the necessary opportunities to support and motivate the individual’s development.

When preparing a talent-review-meeting agenda as a leader, it is important to include key topics such as reviewing performance, identifying high-potential employees, succession planning, and development opportunities. Additionally, consider soliciting input from team members beforehand, setting clear objectives for the meeting, and allowing time for open discussion and feedback.

How To Prepare For A Talent Review Meeting
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In a talent review meeting, topics should revolve around identifying high-potential individuals, assessing their performance, reviewing their career development plans, discussing succession planning, and addressing any talent gaps within the organization. Other important points of discussion include employee engagement, retention strategies, and identifying opportunities for leadership development and training programs.

See Our Talent Review Meeting Template
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Software tools to facilitate a Talent Review Meeting

Software streamlines talent-review meetings for leaders by providing an organized platform to assess and analyze employee performance data. It allows leaders to easily access and view employee profiles, performance metrics, and career development plans. With automated reminders and real-time updates, software enhances efficiency, promotes transparency, and enables leaders to make informed decisions about talent development, succession planning, and resource allocation.

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In conclusion, talent review meetings are vital for any organization looking to identify and develop their top talent. By prioritizing this ongoing process, businesses can ensure that they have the right people in the right roles and create a pathway for continuous growth and success.

Running an effective talent review meeting requires careful planning, clear goals, and active participation from key stakeholders. Remember to establish a structured agenda, provide relevant data and insights, encourage open and honest discussions, and document key decisions and action plans.

By leveraging talent management tools and frameworks, such as the 9-box grid, businesses can objectively assess the potential and performance of their employees, making informed decisions about promotions, transfers, and development opportunities.

Investing in talent review meetings not only improves individual employee engagement, satisfaction, and development, but it also enhances overall organizational performance. A comprehensive talent review process enables businesses to proactively address skill gaps, align talent strategies with business objectives, and foster a culture of continuous learning and improvement.

Ultimately, running talent review meetings is not a one-time event; it is an ongoing commitment to nurturing and developing talent. By regularly reviewing and assessing your workforce, you can stay ahead of the competition and build a strong foundation for long-term success. So, embrace talent review meetings as a powerful tool for talent management and take your business to new heights.

Popular Questions

1. What is a Talent Review Meeting?

A Talent Review Meeting is a strategic discussion that aims at identifying and evaluating the top talents within an organization. It serves as a platform where the development of high-potential employees is discussed and succession plans are formulated.

2. Who should be involved in a Talent Review Meeting?

The Talent Review Meeting should typically involve the higher-level management including the CEOs, HR Managers, Department Heads and other key decision-makers in the organization. It can also include direct supervisors or managers who can provide relevant input about their direct reports.

3. What are the main objectives of a Talent Review Meeting?

The main objectives of a Talent Review Meeting are to assess the high-potential talent pool within the organization, develop succession plans, identify gaps in skills or leadership and craft the necessary development or training plans. It is also aimed at aligning individual career goals with the organization’s objectives.

4. How often should a Talent Review Meeting be conducted?

Usually, Talent Review Meetings are conducted annually, but the frequency can vary based on the organization’s goals, size, and needs. In dynamic and fast-paced industries, they may be conducted semi-annually or quarterly.

5. How can an organization prepare for a Talent Review Meeting?

Preparation for a Talent Review Meeting might include collecting and analyzing data on individual performance, potential, and readiness for advancement; defining the criteria for evaluation; and ensuring the right people will participate in the meeting. A structured agenda and clear guidelines on the meeting’s objectives and outcomes should also be prepared beforehand.