Archives des Talents - Talent2africa

12Nov

Year-End Performance Review: How to Prepare to Get What You Deserve

The year-end review is fast approaching, and for many, it’s the perfect time to assess their work, discuss performance, and consider a potential raise or promotion. However, showing up unprepared can mean missing out on crucial opportunities. So, how can you prepare to get what you deserve? Here are some practical tips to maximize your chances of success

1. Review Your Achievements

Before entering the review meeting, take time to list your key accomplishments of the year. Whether it’s successful projects, targets met, or problems solved, document these achievements with concrete data whenever possible. For example:

Increased sales revenue by X%.
Reduced operational costs by X €.
Contributed to innovative projects that generated measurable results.

These highlights show your employer the value you bring to the company.

Tip: Prepare a small portfolio with evidence of your achievements (congratulatory emails, reports, etc.) to support your claims.

2. Identify Areas for Improvement

No one is perfect, and your manager will appreciate your honesty if you can acknowledge areas where you can still improve. Reflect on any constructive feedback you’ve received and demonstrate how you’ve worked to improve.

Example: “Last year, I was advised to better manage my time on projects. I took a time management course, and since then, I’ve been completing my tasks more efficiently.”

This shows that you are proactive and open to personal development.

3. Prepare Solid Arguments for Your Requests

If you’re looking for a salary increase, promotion, or additional benefits, be ready to explain why you deserve it. Don’t just say you want more money; show how you’ve contributed to the company’s success and why that justifies your request.

Example: “I exceeded my sales targets by 20% this year, helping the company generate an additional X € in revenue.”

Be specific in your requests, whether it’s a raise of X%, a new job title, or additional training to grow in your role. 💼

4. Be Ready to Negotiate 🤝

A performance review isn’t just about listening passively to feedback; it’s also a conversation. Be prepared to negotiate if you don’t get everything you want right away. For instance, if a salary raise isn’t possible, consider negotiating for other perks:

Flexible working hours 🕒
Professional development courses 🎓
Coverage for tools or event subscriptions

Tip: Practice negotiating with a friend or mentor to feel more confident on the day.

5. Share Your Vision for the Coming Year

Beyond your past achievements, be prepared to share your vision for the upcoming year. Show that you are already forward-thinking and committed to continued growth within the company. You might mention:

New projects you’d like to lead.
Skills you want to develop.
Goals you’re setting for the next year.

This demonstrates to your manager that you’re engaged and see your role as a long-term partnership with the company.

In Summary: Prepare and Believe in Yourself!

The year-end review is the perfect opportunity to get what you deserve. However, success relies on thorough preparation. Take the time to organize your thoughts, practice communicating your needs clearly, and remember: you’re worth everything you’re asking for. Be confident, honest, and don’t underestimate the value you bring to your company. 💪

Good luck with your review! 🍀

14Sep

Building a Human-Centered Culture: A Must for Attracting and Retaining Talent in 2025

As we move towards 2025, businesses must prepare for a new paradigm in talent management. Creating a diverse, inclusive, and empathetic workplace culture will no longer be just a competitive advantage but a necessity to attract and retain top talent. With the growing demand for flexible and remote working conditions, companies that succeed will be those that align their values with the professional aspirations of their employees. Talent2Africa is fully committed to supporting businesses in this transformation by placing people at the heart of their recruitment and retention strategies.

The Importance of a Diverse and Inclusive Culture

In an increasingly globalized world, diversity and inclusion have become key factors for success. By 2025, the companies that thrive will be those that have created environments where every employee, regardless of gender, ethnicity, or background, feels valued and included. Studies show that businesses with diverse workforces are more innovative and perform better, benefiting from a multitude of perspectives and creative solutions to market challenges.

Talent2Africa assists its partners in implementing effective diversity and inclusion policies, supporting them not only in recruiting diverse talent but also in establishing internal programs that promote recognition and the personal growth of every employee. We firmly believe that diversity should not be a box to check but a central pillar of organizational success.

Empathy at the Core of Talent Retention

The need for empathy within companies is more critical than ever. As employee expectations evolve, they are seeking not only career opportunities but also environments where they feel heard and understood. Companies that show empathy toward the personal needs and challenges of their employees are more likely to retain their top talent in the long term.

At Talent2Africa, we help clients foster empathetic workplace practices, whether through wellness policies, mental health support programs, or flexible arrangements to balance professional and personal life. These practices not only meet the expectations of today’s talent but also strengthen team engagement and motivation.

Flexibility, a Must-Have in 2025

Remote work, which surged during the pandemic, is now a standard expectation for many employees. By 2025, flexibility will extend beyond where people work to include how and when they work. Talents are looking for environments that respect their need for freedom while providing opportunities for growth and learning. Companies that embrace this flexibility and adjust their management practices accordingly will be the most attractive in the job market.

Talent2Africa supports African companies in this transition by helping them rethink work methods and promoting practices that align the company’s goals with the aspirations of its talent. Whether by implementing hybrid work options or adopting a more flexible approach to performance management, our expertise helps create environments where talents can thrive while remaining productive.

Aligning Company Values with Talent Aspirations

To attract and retain top talent in 2025, companies must demonstrate clear alignment between their values and the professional aspirations of employees. Younger generations, such as Millennials and Gen Z, place great importance on the impact of their work on society and the ethical and social responsibility values of their employers. Therefore, companies must not only talk about diversity, inclusion, and flexibility but also embed these values into their organizational DNA.

Talent2Africa supports its partners by helping them build strong employer brands based on authentic values and a genuine commitment to their employees. We believe that a company that values its people and embodies the values it promotes is a company that will succeed in attracting and retaining the talent of tomorrow.

Conclusion: Preparing for the Future of Work with Talent2Africa

In 2025, building a human-centered culture will be the key to staying competitive in an environment where talent is more selective than ever. Talent2Africa positions itself as a key partner for African companies seeking to attract, retain, and develop their talent by creating diverse, inclusive, and empathetic work environments. By investing now in a human-centered culture, companies will be ready to meet the challenges of tomorrow with a motivated and engaged workforce.

15Jan

5 strategies you can use to get noticed by senior leadership without going over your boss’s head

As a driven and ambitious professional, it can be frustrating when you feel like your ideas and contributions are not being recognized by those in senior leadership positions. You know you have what it takes to succeed and make a difference, but you feel like you’re being held back by a manager who is not supportive or who is not advocating for you.

It’s easy to feel stuck in this situation, but it’s important to remember that you have options. You don’t have to wait for your boss to notice your potential or give you the opportunities you deserve. Here are some strategies you can use to get noticed by senior leadership without going over your boss’s head.

Network strategically: Build relationships with people in other departments or areas of the company. Attend company events, join employee resource groups, and seek out opportunities to connect with senior leaders. Use these relationships to showcase your skills and get your ideas in front of people who can help you advance your career.
Take on high-visibility projects: Look for opportunities to take on projects that are important to the company or that are highly visible. These projects can help you demonstrate your skills and show senior leadership what you’re capable of.
Be proactive: Don’t wait for your manager to give you opportunities. Look for ways to add value to the company and take initiative on projects or tasks that are outside of your normal responsibilities. This can help you stand out and show senior leadership that you’re a proactive and valuable member of the team.
Seek feedback: Ask for feedback from colleagues, mentors, and senior leaders. Use this feedback to improve your skills and demonstrate your commitment to growth and development.
Build your personal brand: Use social media and other platforms to build your personal brand and showcase your expertise. Share your insights, ideas, and successes with a wider audience, and position yourself as a thought leader in your industry.

Remember, getting noticed by senior leadership takes time and effort. It’s important to be patient and persistent, and to continue to build your skills and expertise. With the right strategies and a commitment to your own growth and development, you can achieve your career goals and make a difference in your organization.

24Sep

Why does a recruiter check references?

In addition to the CV and cover letter, some recruiters may also ask candidates applying for their job offers for references. This is a fairly common practice. The fact that a recruiter asks you for the contact information of former professional contacts in order to ask them about your account does not mean that he doubts you. Nor is it an attempt to trick you, much less destabilize you. Don’t take it the wrong way. A recruiter who asks for your professional references is simply trying to get a better understanding of you to avoid casting errors. But what exactly does a recruiter want to be sure of through a candidate’s references? The point in the next few lines…

A reference request to check your CV …

A recruiter cannot be criticized for wanting to ensure the truthfulness of a candidate’s references on his or her CV, since many job seekers do not hesitate to lie on their CV by mentioning a degree they do not have, or experience they cannot claim. In short, all tips are good for some candidates. Simply get the job. In view of this, the first purpose of a recruiter’s reference request is to avoid falling into the trap of false information on CVs. Thus, it is not a simple style clause if some companies make reference requests. Moreover, according to Apec, in nearly nine out of ten cases, they verify the good faith of applicants based on their diplomas and/or professional experience. And when it is not HR or recruitment firms that do this, the verification is outsourced to specialized service providers (Everycheck, Cvérifié…), while waiting for artificial intelligence to take over and take care of confusing the cheaters.

A reference request to detect your personality…

In addition to the mentions made on your CV, the recruiter may also ask you for your references to verify the statements about your personality that you made during the job interview. These may include your strong and weak points, your progress or lack of progress in the company, your ability to work in a team, your reactions to certain situations, etc. The recruiter will also check other elements such as your hiring and leaving dates, the type of position and missions you have held, the reason for your departure, your professional skills, etc… “We know that a referent is often benevolent, it is up to us to read between the lines, to create a climate of trust, to go beyond a certain politeness,” says a recruitment specialist. This sometimes involves some rather surprising questions: would you entrust your children to this candidate? Would you hire this person again? Would you invite him or her to a restaurant with your spouse? In all cases, the objective is twofold: to check that you haven’t embellished your CV and to better define your profile to ensure that it matches the position, the company and its culture.

A practice framed by the law…

Finally, it should be noted that the law regulates the use of the reference request to job applicants. The recruiter is not allowed to contact your references without asking for your authorization, ideally in writing. Moreover, it is a very good thing that you are asked for your references. Be prepared to accept calmly and seriously. “Don’t be afraid, it’s even a good sign,” says Claude d’Estais, a former HR and headhunter, now a professional mobility coach and author of several books on job search. “It indicates that you’re on the short list, because a recruiter is not going to have fun taking references from all candidates,” she adds.

06May

How to make up for a mistake at work?

No matter how qualified you are, it is not impossible for you to make a mistake at work. This could turn into a nightmare if not handled properly. You can for example mix up the address of an order, or the recipient of a confidential mail, in brief, you just didn’t do what you were asked to… When everybody makes mistakes at work, the ways however to handle them or to make up for them can be different. Here are some tips to save faces.

Keep your cool…

When you happen to make a mistake at your workplace, there is no need for you to panic because no matter what the consequences of that mistake could be, going into panic mode will not solve the issue. Tell yourself that everybody makes mistakes and panicking would only make things worse. It is obviously naural to feel embarrassed and stressed out about admitting that you made a mistake. But the faster you act on it, the better it will go. It is useless to just bury your head in the sand. If you manager was informed about the situation quickly enough, there would be more time for him to get involved and minimize the damages. If your mistake can have repercussions then confess immediately. It will stop it from getting any bigger and leading to serious consequences. However if it’s a little mistake you can handle it yourself, no need to bring it up.

Don’t point fingers at anyone…

There is nothing that upsets a boss more than an employee who doesn’t own up to his responsibility. That is the reason why, the moment you realize you have made a mistake, take full responsibility and confess your wrongs. Show your manager that you are aware of your mistake and that you have learned from your lesson. Do not point fingers at anyone by any means. If, for example, you didn’t quite understand the instructions, admit it. Owning to your mistakes is proof of maturity.

Present solutions to correct your errors

It is not just about admitting your wrongs. You must also commit to finding solutions to the problems that you have created. Presenting solutions to correct the errors will show your manager that you are really genuinely sorry. Do not hesitate to ask your colleagues for some help. It will prove that you really want to fix the problem. You must then learn from your mistakes. Take the time to explain what have happened, what you have learned from it and how you will use it to do better in the future. In short, communicate. That could work on your favor.

Don’t beat yourself over it

If you continue feeling guilty about it, it could hurt your self-esteem and make you question yourself. Know that most of the time, talented workers make mistakes and that doesn’t take away their skills. Moreover, you must know that in many situations, you are a link in a series of events. “A mistake is never solely the fault of the person who did it, the organization and the procedure that had been put in place are also to blame. Reason why it is important for managers to get with the person who made the mistake and go through the series of events that led to the error” argues specialist Jean-François Thiriet. So basically, stop beating yourself over it and move on peacefully.

06Jun

Tag: Talents