Pitch Deck - Business Case for Talent Density.pptx

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1. Business Case Improving Top Performer Density {Insert Logo Here}

2. We now operate in a turbulent world

3. 60 years 55 years 50 years 40 years 30 years 25 years 1785 1845 1900 1950 1990 2020 Sixth wave Fifth wave Fourth wave Third wave Second wave First wave Industrial revolution Introduction of railways Ford introduced concept of assembly lines Aviation gains mass adoption Internet goes global Technological disruptions Source : World Economic Forum: Waves of change, 2021 Innovation cycles continue to shorten rapidly

4. 10 years from now …. over 50% of the companies currently on the Fortune 500 list will be replaced over 40% today’s market leaders will be replaced by companies we haven’t even heard of yet

5. Market leaders have reinvented themselves and succeeded in fostering a culture of innovation and speed Knowledge Organizations Legacy Transformers Digital Incumbents Who’s thriving even amongst the turbulence?

6. North Star Driven Leaders set strategic direction Teams define own objectives Iterate at pace Network Empowered Teams Rapid Learning Cycles Dynamic People Model Autonomous teams End to end accountability Flat structures Take risks, fail fast Continuous people development Improve level of performance Agile ways of working Empowering Culture Development of expertise Dynamic strategic priorities Cross functional collaboration Disruptive macroenvironment Multi-generational workforce Challenge Solution Winners altered their DNA to deliver better, faster Source : McKinsey

7. Performance Cadence Organizational Network By reinventing 2 key operating principles

8. Businesses were organized for efficiency & control Today, successful businesses are organized for innovation & speed Then, businesses solved for cross-functional collaboration Control Innovation Efficiency Winners are focused on outcomes, not boxes & lines Source : McKinsey

9. Fight or Flight Forget Set Month 1 Month 2 Month 3 Month 4 Month 5 Month 6 Month 7 Month 8 Month 9 Month 10 Month 11 Month 12 G eneric role expectat ions Routine, procedural tasks or BAU Too much form filling, full of cognitive biases Focused on rating and not feedback & rely on a continuous bite-sized performance cadence Quarterly Goals Monthly 1:1s Weekly Check-Ins Continuous Feedback Retrospective + Review Biannual Reviews Retrospective + Review Continuous Feedback Continuous Feedback Continuous Feedback Month 1 Month 2 Month 3 Month 4 Month 5 Month 6 Month 7 Month 8 Month 9 Month 10 Month 11 Month 12 Periodic form-filling exercise Continuous performance conversations cadence From To

10. Time Employee Value Employee Lifetime Value Performance remains the hardest problem to solve ATTRACT ONBOARD RETAIN EXIT Critical moments in the employee life cycle DEVELOP PERFORM Hired & onboarded the right talent Unlocked the power of pay, rewards & benefits Relevant content and courseware for unique roles ︖

11. ✖️ 🟰 ✖️ Employee Lifetime Value 🟰 ▲ North star ▲ People cost ▲ North star Headcount Average tenure ✖️ Average tenure 📈 📉 📊 Winners realize that they only have one ‘controllable’ ⤵ ⤵ Dynamic business environment and priorities are making it difficult to achieve the desired targets Talent war is intensifying and increasing the overall talent cost ⤵ Employees are switching jobs at a faster rate Average people cost Market-driven Self-driven

12. ✖️ ✖️ ▲ North star Average people cost Headcount Average tenure 📈 📉 📊 Employee Lifetime Value 🟰 ⤴ ⤵ Top performers deliver 4-8x more north star impact than average performers 🟰 % Top performers Headcount Talent Density & need to accelerate talent density to continue winning

13. Talent density is an outcome, what can we start doing today?

14. Increase prevalence & quality of performance conversations ATTRACT ONBOARD RETAIN EXIT DEVELOP PERFORM Time Employee Value Optimized ELTV ELTV Increase outcome per individual over lifetime Improve quality of performance conversations Increase prevalence of performance conversations Talent velocity 🟰 ▲ Performance ▲ Time

15. And r educe time to peak performance ATTRACT ONBOARD RETAIN EXIT DEVELOP PERFORM Employee Value Optimized ELTV ELTV How much they grow overtime Increase how much someone grows Shorter ramp time Retain them longer Talent density 🟰 % Top performers Headcount Time

16. Increased talent velocity will help save [value from C24] work hours and $ [value from E24] in associated time costs across employees, HRBPs & people managers Meaningful performance enablement practices helps i ncrease the avg. tenure & how much an individual grows over time and gain $ [value from C31] Greater talent density will increase the potential for business growth by [value from C35] that otherwise requires additional investment of $ [value from C36] in employee costs Recover $ [value from Row 38] sunk ROI of existing people costs within two performance cycles Cost of Inaction of sticking to status quo Click here to access the ROI calculator and create a copy to insert values unique for your organization

17. Questions? gaurav @mesh.ai Book a no-cost 1:1 talent density consultation