You can still use competency models to enable people to own their development by helping them become the organization’s experts in their current role. This gets measured as they assess themselves against the competency model. Then, they can be task-based mentors for others, or be selected to work on the most challenging projects.
Read MoreWe recommend starting with a business unit or a department that is culturally accepting of this approach, and then leverage that success. Compare the data points (from the above sources) with your own attrition rates, exit interview results, and engagement surveys
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