Review and follow up is important for any process but indispensable after assessments. It is crucial that a comprehensive and robust review mechanism is planned in detail along-with the assessments. When assessments are being used for developmental purposes like for identifying high potential employees, for succession planning or role change, it acts as a navigator for the candidate and the manager to align the development actions based on post assessment feedback.

Even when assessments are done for selection or rejection purposes like promotion it always helps the participants if a short review happens. It prevents de-motivation in people not selected as well as reminds them of the areas that they need to work upon. Frequent reviews and follow ups ensure that the learning continues for all the candidates. Even in the case of selection and hiring, having a short review of their performance with the participants helps the organization distinguish itself as an employer which is transparent and communicates openly.

When assessments are used in Development Center, a detailed Individual Development Plan [IDP] is the end result which outlines the developmental objectives to be achieved by the participant. In the absence of an IDP, review has to be a very detailed process.

So what does a review comprises of after assessment:

• It has to assess how far the learning or developmental objectives have been achieved
• How confident the individual feels to undertake the task in future
• How the newly learned skills or procedures will be used in future
• Areas which still cause problems or need more practice
• Aspects of learning found difficult and what can be done to make them easier
• Kind of support required by the management, HR and the reporting manager
• Structure and timescale for the learning experience
• What will be the next stage of learning

The reviewer who may be a reporting manager or the immediate boss has to partner in the learning process of the participant. They have to be aware of the developments and progress they make and also need to understand the difficulties being faced by them. There are some aspects which need to be kept in mind by the reviewer:

Sometimes all does not go well with the participants regarding the entire feedback and developmental actions suggested and the development goals in particular. This may be due to:

• The participant not making much progress
• Lower levels of motivation and commitment
• Confusion regarding the relevance of developmental goals
• Changing priorities
• Lack of organizational support

The role of the reviewer, who might be a reporting manager or immediate boss, hence becomes broader in scope with such participants. The most important aspects becoming:

• Listening patiently to obstacles and difficulties faced by participants/subordinates and take initiative to remove them or suggest alternatives

• Confronting participants when he/she does not follow through on commitments

• Speaking directly with the participant even when discussing difficult or sensitive issues

• Communicating in ways that reflects respect for one’s own worth and the worth of others

Reviews after assessments also provide information regarding the quality of assessments done and feedback provided to the participants.

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