Table of Contents

1. Opening Salvo

2. Did You See This?

3. Talent Management 101 (TM101)

4. The Plug

Opening Salvo

Hey, good people! A few times each quarter, I like to check what talent management topics people are searching for. No surprise—performance reviews are the current hot topic. Below are the top five performance review combinations/comparisons.

• Performance reviews and goal setting

• Performance reviews and merit increases

• Performance reviews and perceptions

• Performance reviews and merit increases template

• Performance reviews and feedback

It’s safe to say most of us have had at least one negative experience in a performance review. In fact, many people I’ve spoken with over the years have said they’ve yet to receive a helpful, let alone positive, review from their management. It’s unfortunate that the measurement aspect of our jobs has shifted from being grossly under-resourced to feeling overly engineered. As a result, it’s often difficult for both employer and employee to get a clear sense of how well team members are contributing in their roles.

Personally, I’ve become less focused on how organizations measure performance (as in the tools/apps used) and more focused in ensuring our clients are providing clarity from the start, with meaningful feedback and accountability on an ongoing basis.

Did You See This?

Beyond Merit: Why the Shift from DEI to MEI Undermines Progress

There’s a new-ish debate brewing: should organizations shift from DEI (Diversity, Equity, and Inclusion) to MEI (Merit, Equity, and Inclusion)? Some argue that "merit" better aligns with performance-based cultures, but here’s the problem: adding "merit" without fully understanding the value of diversity and inclusion misses the point entirely. DEI isn’t just about fairness—it’s about creating teams that thrive on varied perspectives. Reducing it to "merit" undermines what true inclusivity is meant to achieve.

Let’s call it what it is: the shift from DEI to MEI is a watered-down attempt to sidestep real conversations about diversity. At first glance, merit seems harmless—it even feels aligned with what many organizations preach about rewarding performance. But here’s the issue: merit, when poorly defined, becomes a cover for maintaining the status quo. Historically, "merit" has been defined through biased systems, disproportionately benefiting those who already hold power. Swapping out "diversity" for "merit" doesn’t elevate workplaces—it masks the systemic problems that DEI was designed to address.

Adding “merit” as the focus is like trying to build a strong team by ignoring the very qualities that make teams successful: different viewpoints, experiences, and ideas. Worklife notes that organizations are grasping for a comfortable alternative to DEI, but merit without diverse perspectives leads to blind spots. This isn’t about canceling merit—it’s about recognizing that diversity and inclusion amplify merit, not replace it.

Shifting from DEI to MEI misses the mark. If you want real progress, don’t choose between merit and diversity—understand that diversity enhances merit. Organizations must stay committed to DEI to build inclusive and high-performing teams.

Can Your Managers Handle Conflict? The Overlooked Skill in Hiring

A significant number of managerial candidates are lacking a key skill—managing workplace conflict. This gap is troubling, given that conflict resolution is essential for maintaining team cohesion and productivity. The report highlights that companies often overlook this competency during the hiring process, focusing more on technical skills or experience. But here’s the catch: unresolved conflicts can lead to disengagement, poor morale, and turnover.

Conflict in the workplace is inevitable. The issue isn’t that managers don’t want to resolve conflicts—it’s that many don’t know how. Instead of skirting the issue, companies need to make conflict management training a core part of leadership development. This isn’t about avoiding difficult conversations—it’s about equipping leaders with the tools to navigate them effectively. When managers are skilled at conflict resolution, they can transform disagreements into opportunities for growth and innovation.

Hiring managers need to prioritize conflict resolution skills as much as technical expertise. Investing in this competency not only improves team dynamics but also enhances overall productivity and retention.

Overconfidence and Anxiety: How AI is Dividing the Workforce

Who’s ready for more articles on the growing complexities of AI in the workplace? On one side, HR Dive reports that workers are overconfident in their ability to manage AI, leading to potential operational risks. On the other side, Axios covers the increasing pressure from unions, such as during the recent port strikes, where demands for limiting automation are rising due to fears of job displacement. Workers in industries like shipping are demanding stricter protections against AI taking over roles, a clear pushback against what they see as a threat to job security.

The AI conversation has shifted from optimism to tension. On one hand, as HR Dive points out, many employees assume they can seamlessly work with AI tools, which can create significant risks for companies when those assumptions are wrong. AI is not plug-and-play, and underestimating its complexity can lead to efficiency drops or even dangerous outcomes, particularly in tech-heavy fields.

On the other hand, we have industries like shipping, where workers are fighting to slow the march of automation. According to Axios, the recent port strike saw unions demand strict limits on automation out of fear that jobs will vanish. The worry is clear: in sectors that depend heavily on manual labor, AI represents not just efficiency but potential job elimination. For employers and unions, this creates an uncomfortable balancing act between innovation and job protection.

For talent management, the answer lies somewhere in between. Companies must educate their workforce on AI’s real impact, provide upskilling opportunities, and ensure employees feel secure while adapting to inevitable technological shifts.

Whether it's overconfidence or fear, the path forward with AI requires thoughtful integration—balancing innovation with workforce education, protection, and upskilling to bridge the growing divide.

Talent Management 101 (TM101)

Gallup's guide on the employee journey outlines seven stages of the employee life cycle:

1. Attract

2. Hire

3. Onboard

4. Engage

5. Perform

6. Develop

7. Depart

Each stage represents a critical touchpoint that affects employee engagement, satisfaction, and productivity. By focusing on each phase, companies can create a positive employee experience that drives long-term success. A well-managed employee life cycle ensures both employee satisfaction and organizational growth.

The performance stage involves regular evaluations and feedback to ensure employees are meeting expectations. It’s important to establish clear performance metrics and goals that align with both the individual’s growth and the organization’s objectives. A supportive performance management system includes constructive feedback, recognition, and opportunities for improvement.

Key Concepts:

• Set Clear, Measurable Goals: Establish performance metrics that align with organizational and individual objectives.

• Conduct Regular Performance Reviews: Schedule consistent evaluations to measure progress and identify areas for improvement.

• Provide Continuous, Constructive Feedback: Offer actionable feedback to guide performance improvement.

• Recognize and Reward Achievements: Celebrate successes to boost morale and engagement.

• Align Performance with Growth Opportunities: Use performance reviews to identify development paths and future opportunities.

The Plug

This newsletter is brought to you by AstutEdge, a consultancy dedicated to developing and deploying a people-first talent management culture. We solve both obvious and hidden challenges by optimizing performance, engagement, and development across the entire HR, People, and Talent spectrum.

How We Help:

Optimize Team Performance: Implementing tailored strategies that improve efficiency, engagement, and collaboration.

Develop Leadership: Nurture leaders who inspire and drive organizational success through targeted development.

Enhance Employee Experience: Boosting morale and retention with data-driven engagement programs.

Improve Organizational Culture: Providing insights and solutions to create a positive, high-performing work environment.

Increase Business Growth: Aligning talent management practices with business goals to drive innovation and growth.

Strengthen Collaboration: Facilitating team cohesion through CliftonStrengths-based coaching and development.

This plug is shameless and should be shared widely. If your organization or a partner organization could benefit from talent management support, we’d love to help!