McDonalds top leadership initiated a high-engagement approach to improve operations leadership pipeline and employees career growth satisfaction. The approach would minimize resistance and avoid the headquarters versus field issue if the company engaged employees. Employees were dissatisfied with opportunities for career growth while leadership called for greater breadth of experience in candidates for officer-level positions. McDonalds did not consistently implement the annual performance planning-review process individual development plans. The Chief Operations Officer and the senior vice president of human resources commissioned a task force of 25 middle management employees to study the career development issues and provide recommendations. They analyzed middle management at regional and divisional level who has impact on 3000 employees. Their tasked was to engage stakeholders and ensure that solutions met the needs of business talent and career satisfaction of employees. After holding a meeting to share personal and business perspectives on career development, the......

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