And more importantly – why should it matter to YOUR business?
Talent management is currently one of the top people issues for many HR departments. It is strongly believed that it has a key impact on business performance and those companies implementing a defined talent management strategy are already reaping the rewards.
A company is only as good as it’s employees and a superior workforce will help take you to the next level. To achieve success in business, you need strong, engaged talent to help you reach your goals and objectives.
You may think that talent management is a new ‘buzz phrase’ and is simply all about attracting the right people, and in the current market that can be hard enough, but talent management doesn’t end there.
Getting the right people into your business is just the start!
Talent management also focus’ on the commitment to develop, motivate and retain your top talent and needs continuous effort to ensure success.
Talent management is an ethos and should be at the core of everything you do – just like your employees.
Follow our simple 3 step approach to get the best from your talent management initiatives
Step One – ATTRACT
How often have you lost out on top talent to your competitors? Do you struggle to get the best of the best wanting to come and work with you? Do you get a poor level of response from your recruitment advertising? If so, then it may be time to look at your employer brand and refresh your approach to attracting talent.Technology has created a step change in the market and the possibilities for businesses are endless, from the basics of simply posting a job to one of the many online job boards, to creating a supporting social media campaign and employee advocacy strategy to showcase your culture.But how do you utilise all this technology for the best result? What do you write in the advert to get the best response? What do potential employees want to know about your culture? Getting this right is key to the success of any recruitment campaign and helps establish your company as an Employer Of Choice.
Step Two – ENGAGE
Development – sometimes the last thing on a managers list of duties, but such an important part of the employee lifecycle. Not offering, supporting and leading initiatives for employees to develop can leave them feeling as if they are not important to the success of the business or worse, leave them not being able to complete parts of their role. Either can result in them leaving and you having to start again.
During the recruitment process, you should have already identified areas for development for each of your hires. These may not always be areas that they need to improve in, but may be linked to their own personal L&D goals to ensure employee satisfaction. Reviewed regularly through clearly structured appraisals and nurtured through a learning culture, will help you build a strong pipeline of leaders and managers for the future.
If your appraisal process is an annual occurrence that is avoided by everyone, it may be time to shake things up.
Managers who spend time developing their team reap the rewards by having a more productive, higher performing team, giving a real sense of job satisfaction for all. It really is a win-win!
Motivation – keeping your workforce motivated is challenging! You are dealing with people at the end of the day and everyone is different with different motivations and different goals. However, there are some simple things you can do to keep your team fired up from team building events to a simple pat on the back.
Here are some ideas –
- Set clear goals.
- Empower people to make decisions.
- Support employees with the tools to do the job to the best of their ability. Remember to balance immediate and long-term support initiatives.
- Communicate with your team and share as much as you are able. People like to feel included whether that be in key decisions or simple company updates.
- Recognise their worth! Say thank you, celebrate their birthday and show that you value them personally, not just for their output.
- Organise team building events, but do remember that not everyone may want to go quad biking, or on a pub crawl! Why not ask your employees for ideas?
The vast majority of people want to succeed and want to feel good about their achievements and the work they do. If fully motivated and engaged then the team around you have a huge capacity to do their best and in turn, the best for your clients.By implementing a talent management strategy, not only will you be attracting the very best, the role will also align with their interests resulting in right person – right job so you’re part way there already.Employees appreciate in value over time and have the potential to add greater value the longer they are with you. Long-term, committed employees are your ambassadors and can give you a real competitive advantage.
Step Three – RETAIN
Attrition remains a major concern for most companies and failure to retain top talent can mean that you lose the edge against your competitors.
When you lose a person, you lose their knowledge. Yes, you can replace most people to do a job, but how long will it take and how many business hours will be lost both recruiting and getting new starters up to speed?
Once an employee starts to think about leaving, their productivity usually drops which can impact the whole team, or even the whole business. So, when your key team members go quiet, don’t perform at the same level or have an increase in absenteeism, have a chat with them – they may be thinking about moving on and you may be able to save them.
Having an effective talent management process in place can…
- Make it quicker to hire the best of the best
- Help ensure that the right person is in the right position
- Help understand employees better and their future goals
- Promote effective communication
- Give you a significant competitive advantage
- Contribute to retaining top talent
JobHoller are Employer Branding experts who can help you develop a talent management strategy to get the right people at the right time into your company. Talk to one of our experts to find out more 01244 567 967
Make it quicker time to hire the best of the bestHelp ensure that the right person is in the right positionHelp understand employees better and their future goalsPromote effective communicationGive you a significant competitive advantageContribute to retaining top talentHaving an effective talent management process in place can…Attrition remains a major concern for most companies and failure to retain top talent can mean that you lose the edge against your competitors. When you lose a person, you lose their knowledge. Yes, you can replace most people to do a job, but how long will it take and how many business hours will be lost both recruiting and getting new starters up to speed?Once an employee starts think about leaving, their productivity usually drops which can impact the whole team, or even the whole business. So, when your key team members go quiet, don’t perform at the same level or have an increase in absenteeism, have a chat with them – they may be thinking about moving on and you may be able to save them.Step Three – RETAINThe vast majority of people want to succeed and want to feel good about their achievements and the work they do. If fully motivated and engaged then the team around you have a huge capacity to do their best and in turn, the best for your clients.By implementing a talent management strategy, not only will you be attracting the very best, the role will also align with their interests resulting in right person – right job so you’re part way there already.Employees appreciate in value over time and have the potential to add greater value the longer they are with you. Long-term, committed employees are your ambassadors and can give you a real competitive advantage.Set clear goalsEmpower people to make decisionsSupport employees with the tools to do the job to the best of their ability. Remember to balance immediate and long-term support initiativesCommunicate with your team and share as much as you are able. People like to feel included whether that be in key decisions or simple company updates.Recognise their worth! Say thank you, celebrate their birthday and show that you value them personally, not just for their output.Organise team building events, but do remember that not everyone may want to go quad biking, or on a pub crawl! Why not ask your employees for ideas?Set clear goalsEmpower people to make decisionsSupport employees with the tools to do the job to the best of their ability. Remember to balance immediate and long-term support initiativesCommunicate with your team and share as much as you are able. People like to feel included whether that be in key decisions or simple company updates.Recognise their worth! Say thank you, celebrate their birthday and show that you value them personally, not just for their output.Organise team building events, but do remember that not everyone may want to go quad biking, or on a pub crawl! Why not ask your employees for ideas?Development – sometimes the last thing on a managers list of duties, but such an important part of the employee lifecycle. Not offering, supporting and leading initiatives for employees to develop can leave them feeling as if they are not important to the success of the business or worse, leave them not being able to complete parts of their role. Either can result in them leaving and you having to start again.During the recruitment process, you should have already identified areas for development for each of your hires. These may not always be areas that they need to improve in, but maybe linked to their own personal L&D goals to ensure employee satisfaction. Reviewed regularly though clearly structured appraisals and nurtured though a learning culture, will help you build a strong pipeline of leaders and managers for the future.If your appraisal process is an annual occurrence that is avoided by everyone, it may be time to shake things up.Managers who spend time developing their team reap the rewards by having a more productive, higher performing team, giving a real sense of job satisfaction for all. It really is a win-win!Motivation – keeping your workforce motivated is challenging! You are dealing with people at the end of the day and everyone is different with different motivations and different goals. However, there are some simple things you can do to keep your team fired up from team building events to a simple pat on the back.Step Two – ENGAGEHow often have you lost out on top talent to your competitors? Do you struggle to get the best of the best wanting to come and work with you? Do you get a poor level of response from your recruitment advertising? If so, then it may be time to look at your employer brand and refresh your approach to attracting talent. Technology has created a step change in the market and the possibilities for businesses are endless, from the basics of simply posting a job one of the many online job boards, to creating a supporting social media campaign and employee advocacy strategy to showcase your culture.But how do you utilise all this technology for the best result? What do you write in the advert to get the best response? What do potential employees want to know about your culture? Getting this right is key to the success of any recruitment campaign and helps establish your company as an Employer Of Choice.Step One – ATTRACTFollow our simple 3 step approach to get the best from your talent management initiativesTalent management also focus’ on the commitment to develop, motivate and retain your top talent and needs continuous effort to ensure success.Talent management is an ethos and should be at the core of everything you do – just like your employees.Getting the right people into your business is just the start!Talent management is currently one of the top people issue for many HR departments. It is strongly believed that it has a key impact on business performance and those companies implementing a defined talent management strategy are already reaping the rewards. A company is only as good as it’s employees and a superior workforce will help take you to the next level. To achieve success in business, you need strong, engaged talent to help you reach your goals and objectives.You may think that talent management is a new ‘buzz phrase’ and is simply all about attracting the right people, and in the current market that can be hard enough, but talent management doesn’t end there. And more importantly – why should it matter to YOUR business?
