# data[].attributes.body
| Strong pipeline and bench of qualified employees to move up in the organization as we grow.....while we continue the strong loyal culture of Digi-Key.

# data[].attributes.body
| Too internally focused...We need more "outside in" experience to understand market opportunities and challenges.

# data[].attributes.body
| More industry/skill training outside of TRF such as conferences or structured programs...or bring outside training into TRF.

# data[].attributes.body
| People are the most important element in the success of our business, not shipping processes, MTS equipment, software or successful building projects.  Therefore if we don't continue to win the hearts of employees and engage them, we won't be successful. Also, in the digital age, skill sets need to evolve.  If we don't accommodate that evolution, we won't have the collective skills to out pace the competition by 2x like we have been.

# data[].attributes.body
| Talent - we need leadership with passion, and leaders more willing to take risks and achieve higher levels of progress.

Growth - I have heard many leaders more "in the know" express concerns.  I also have not heard a strategic plan beyond "use Fargo more".

# data[].attributes.headline
Our accelerated growth is driving expansion requirements.  We don't have sufficient backfill for existing leaders or ready candidates for new emerging positions.  Our location suggests that while we want to introduce some percent of outside talent, growing our own talent to a much higher extent is the prudent course to take.

# data[].attributes.subject
Our accelerated growth is driving expansion requirements.  We don't have sufficient backfill for existing leaders or ready candidates for new emerging positions.  Our location suggests that while we want to introduce some percent of outside talent, growing our own talent to a much higher extent is the prudent course to take.

# data[].attributes.body
| Talent development; growing our internal talent to meet the needs for tomorrow.  LDI is a start but not a finished product to achieve this objective

# data[].attributes.headline
"Right people in the right right seatsSuccession planning People heavy processes- this effects hiring"

# data[].attributes.subject
"Right people in the right right seatsSuccession planning People heavy processes- this effects hiring"

# data[].attributes.headline
Let's continue to invest more in talent development for our teams and future leaders. How do we grow our leadership and our teams.

# data[].attributes.subject
Let's continue to invest more in talent development for our teams and future leaders. How do we grow our leadership and our teams.

# data[].attributes.headline
We talk a lot about how important talent and talent development is to us and to the company -- but we need to set aside regular time as a leadership team to discuss high potential folks/succession planning.  We also need to have our leaders at all levels spend more intentional time with their people talking about their folks' development interests...and then convert that into reality where it makes sense.  HR could help us by providing a coaching/feedback template for those conversations. 

# data[].attributes.subject
We talk a lot about how important talent and talent development is to us and to the company -- but we need to set aside regular time as a leadership team to discuss high potential folks/succession planning.  We also need to have our leaders at all levels spend more intentional time with their people talking about their folks' development interests...and then convert that into reality where it makes sense.  HR could help us by providing a coaching/feedback template for those conversations. 

# data[].attributes.headline
Identify talent at various levels within the organization and compare to talent needs, identifying gaps that need to be addressed over time.

# data[].attributes.subject
Identify talent at various levels within the organization and compare to talent needs, identifying gaps that need to be addressed over time.

# data[].attributes.headline
"We should look to capture data on employees as they hire in (past jobs, education, skills, etc). This data is searchable and available for us so we know who is in the company.  There are a lot of hidden gems that we do not know about. Succession planning Pay for certifications just not technicians (keep the talent)Pay based on performance Accountability "

# data[].attributes.subject
"We should look to capture data on employees as they hire in (past jobs, education, skills, etc). This data is searchable and available for us so we know who is in the company.  There are a lot of hidden gems that we do not know about. Succession planning Pay for certifications just not technicians (keep the talent)Pay based on performance Accountability "

# data[].attributes.headline
"Greater visibility to talent of existing workforce when looking to fill roles.Corporate training opportunities  (ie. non-departmental specific), like excel training are no longer supported.  Would like to see HR support these types of basic corporate training needs.   Once we have completed career-pathing, how do we offer the needed trainings/opportunities for people to continue to grow? "

# data[].attributes.subject
"Greater visibility to talent of existing workforce when looking to fill roles.Corporate training opportunities  (ie. non-departmental specific), like excel training are no longer supported.  Would like to see HR support these types of basic corporate training needs.   Once we have completed career-pathing, how do we offer the needed trainings/opportunities for people to continue to grow? "