Talent Support and Development

Supporting employee growth and performance is essential for maintaining a motivated and engaged workforce. This pillar focuses on the tools, resources, and strategies organisations can implement to develop talent, foster a positive team culture, and recognise employee achievements. By investing in employee development, companies create an environment that promotes success and long-term job satisfaction.

An assessor will look at the tools and resources an organisation has in place for effective employee performance, fostering a positive team culture with recognition for efforts and achievements.

There are three performance levels for each of the standards within the KeepWell Mark: Commitment, Achievement, and Excellence. To be accredited with the KeepWell Mark, the commitment level will need to be met for all 8 pillars. Once a company reaches commitment level, they can work towards reaching a higher level at their own pace and with guidance from our team of experts.

Commitment level

For companies that are starting out, the commitment level can act as a useful checklist to ensure legal obligations are met. There are five standards that need to be met to obtain the commitment level for talent support and development. The topic guide that members receive gives insights and recommendations to assist in achieving this. An example of a standard and the required evidence can be seen below.

Standard: The organisation has identified the tools and resources required for employees to effectively carry out their roles.

Evidence: An assessment has been conducted to identify required tools and resources for individual roles (on site, and remote) (hardware, software, other digital solutions, other equipment). Use of Reasonable Accommodation Passports or similar, for disabled employees or those with caring responsibilities and requiring workplace adjustments or accommodations.

Achievement level

Having put the buildings blocks in place, companies that meet a further five standards can reach the achievement level.

Standard: An established performance management system exists to guide and assess performance across the organisation.

Evidence: Formal meetings take place at least every six months, evidence that this happens in practice and there is an equal effort and experience, e.g. system stats, employee feedback, engagement scores, anonymised performance appraisal forms, calendar invites to evidence meeting examples, (can be validated in focus group). These meetings are in addition to regular feedback and conversations. Comms from HR or Leadership outlining the expectations around these meetings. Evidence that training has been provided to all concerned.

Excellence level

To continue to build workplace wellbeing and by meeting an additional five standards, a company can work towards the excellence level, the highest achievement possible.

Standard: The organisation effectively and proactively nominates and upskills aspiring leaders.

Evidence: Examples and evidence of career pathways, hipo-matrix (high potential high performance matrix), training and development programmes, succession planning, data on internal mobility and retention of successors. Evidence of equitable practices across business and exploration of data to avoid bias including proximity bias in dispersed workforces.

The Next Steps

The KeepWell Mark is the benchmark for national standards of workplace wellbeing in Ireland and the standards, guidance and resources to support understanding and implementation of these standards.

Benchmark your organisation by taking our free mini assessment or contact us to receive more information.