We all know that the key to organisational success is largely dependent on having the right people with the right skills in the right roles. To be effective and productive we need to nurture and retain resilient, creative and agile performers at every level.
Talent management is about maximising the potential talent on the team to be creative, innovative and effective in competing in a complex and challenging environment.
In nurturing the brightest and best, the fundamental principle is that you need to add value to the individual as well as the organisation. It’s a two-way process, based on benefits and rewards, not a tick box exercise but one based on real and tangible employee engagement. For any organisation it’s important to offer employees access to the right opportunities and exposure, so as to stretch and develop staff reach their potential.
Harness collective vision
Once you have assessed the strengths of the team, use career conversations to help them develop their skills in directions that allow them control of their career path. The visions and goals of the team are driven engaged and committed staff who are encouraged to use their skills to contribute to the collective vision and allow their unique talents to shine through.a
As a manger, you need to look for and grow talent at every level. Reward, engage and motivate those who aspire to move onwards and upwards. It’s almost always better to promote from within than to hire from outside. Recognise contributions from all team members and encourage all staff to strive for improved performance.
Focusing on creating an environment where individuals are encouraged to perform at their best, and do so because they want to, not because they are told or expected to do so, is crucial. Formal qualifications are not always the best indicator of talent, you need people who have the personality and values to make a good fit with your organisational culture – skills you can train for, but the right attitude and values are what you need to identify when hiring.
Talent management for all
Talent management can’t be left to the HR department, you need involvement from senior management if you want to build real engagement. Involve line managers and make the accountable for developing and retaining staff, encourage a focus on mentoring and coaching and encourage committed and enthusiastic employees to take on new responsibilities, to rotate through other departments, to shadow other managers, to learn more about the organisation and their colleagues.
Last words? Okay, you need to prioritise creating a strong employer brand and building a staff referral programme. If you do this well, your good people will tap up their own networks for potential employees. They’ll likely know lots of other good people and if they recommend and vouch for someone, that has to be worth more than the standard recruitment consultant guff.
The best teams work on the basis of collective accountability and develop the ability to maintain and build their effectiveness, creating a lasting competitive edge:
- Maintain effectiveness