Ensure high-potential employees are in critical positions when you need them; a strategic approach to talent planning energizes your future and activates growth. See how C-suite middle market execs prioritize succession planning, retention and development, according the National Center for the Middle Market’s Mastering Talent Planning: A Framework for Success.

1. Talent planning
accelerates revenue growth
and performance
in middle-market companies

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Talent planning
A strategy for ensuring qualified employees
are in critical positions when you need them

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From Mastering Talent Planning: A Framework for Success
The National Center for the Middle Market surveyed 400
C-suite middle-market executives who proved to be actively
engaged in attracting and retaining talent for their organizations.

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Talent planning energizes your future
Gain revenue growth of 10% or more through talent planning
FOLLOW THE LEAD OF COMPANIES USING AN ORGANIZED PROCESS:
70% of companies with revenues $50M–<$100M
75% of companies with revenues $100M–<$1B
MORE INFO AT
Talent planning accelerates performance
for high-growth companies

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Talent planning energizes your future
Talent planning is a process to:
Identify high-potential employees
Rate employees annually on potential
Pinpoint critical positions
Bench strength for those positions
Determine present and future skill gaps

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Improve talent planning to activate growth
71% of middle-market
companies and
81% of fast growers
say talent planning is
very important
Only 14% of middle-market
companies and
22% of fast growers
give themselves an "A" in
talent planning
GET DETAILS Talent planning
accelerates performance for
high-growth companies
YET

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Improve talent planning to activate growth
50% say
Talent planning is
important and
on par with other
top priorities
Companies assess the importance of talent planning
Talent planning is our top priority 11%
Talent planning is less important
than most other business priorities
13%
There are a few business priorities that
are more important than talent planning
26%
Talent planning is important and on par
with other top priorities
50%

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Prepare for the biggest challenges
Top challenges:
1. Identify external talent pools
2. Identify critical positions
3. Line up successors
4. Implement retention processes
5. Identify internal talent pools
Middle-market companies identify the need to establish external and internal talent pools.
They also need to come up with better processes for succession planning, retention and
development processes.
6. Create processes to identify,
develop and assess performance
7. Identify skill gaps
8. Engage management
1. Identify internal talent pools

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Framework proposed by the National Center for the Middle Market
ALIGN
talent planning with
corporate strategy
process for successful
talent planning
by example, drawing
HR and leadership
into the process
employees in the process
BUILD LEAD ENGAGE
Build an ABLE talent planning process
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Mastering talent planning: A framework for success

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Learn more about talent planning
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Talent planning accelerates performance
for high-growth companies
Mastering talent planning: A framework
for success