The performance review is the starting point for the Strategic Workforce Planning (GPEC) for 2026. It must serve to map the talents’ strengths and weaknesses against the company’s strategic needs.
To turn evaluation into retention:
- Identify Critical Gaps: Analyze evaluation data (actual performance vs. job objectives) to pinpoint the skills that are slowing the company’s growth. In Africa, the urgency is often on digital tool proficiency and adaptability in the face of rapid market change.
- Personalization over Catalogue: A generic development plan doesn’t retain employees. Use the performance interview to co-build an upskilling or reskilling pathway with the employee that is directly linked to their career path within the company.
- Encourage Internal Mobility: Highlight internal mobility opportunities (horizontal or vertical). By showing talents that they can grow within the organization, you dramatically reduce the risk of turnover. The best African talents stay where their professional development is guaranteed.
You can learn more by contacting us at: contact@talent2africa.com