A talent-powered organization understands how to approach recruitment, employee management, engagement, and retention strategically. It recognizes that high-performing and high-potential employees are key drivers to business success. But what does it take to become a talent-powered organization? Here are five principles:
Understand the value of talent
Have you identified the distinctive competencies employees need to grow and help the organization fulfill its strategic goals?
Talent-powered organizations recognize how talent contributes to organizational success. Revisit your existing processes, programs, and policies to determine if you’ve created a work environment that creates obstacles for your employees. You may discover that certain attitudes, behaviors, and rules have caused an atmosphere that doesn’t promote positivity and productivity. This can happen when an organization places all its focus on business metrics and sets aside boosting employee engagement and developing talent, so they have the skills and tools they need to succeed.
Diversify your talent pool
Diverse talent pools come with the benefit of different skill sets, life experiences, and backgrounds. Diversity also attracts talent as more job seekers say a diverse workforce is an important factor when they evaluate job offers and companies. Diverse and inclusive organizations have competitive advantages as they bring together different perspectives and outlooks, enhancing the employee experience and company culture. Diversity and inclusivity also drive employee engagement, which translates to increased employee satisfaction, loyalty, and productivity.
Promote learning and skills development
Business and industry trends are constantly changing, redefining the competencies required for talent to perform efficiently and productively. Talent-driven organizations maintain their competitive edge by ensuring their people are equipped with the skills and tools they need to do their jobs. Promoting continuous learning and training also sends the message that leadership supports career development.
Prioritize employee engagement
The highest-performing organizations are the ones with the most engaged employees. Engaged employees are team-oriented, solution-oriented, and optimistic – often going above and beyond because they align with the company’s culture and have a shared desire to achieve its business goals.
When you promote programs that drive employee engagement, you strengthen the mental and emotional connection employees feel toward their leaders, coworkers, and the work they do. Even when organizations experience disruption, engaged employees persist as they’re more dedicated or loyal to the organization and their work.
Make talent management and development everyone’s job
Talent development focuses on employee skills and competencies. It is the talent management that finds, hires, and retains top talent.
Both talent management and development:
- increase productivity and performance
- attract the best candidates
- improve legal compliance
- create uniformity among staff knowledge and skill levels
HR may lead the programs and processes that support talent management and development; however, everyone in the company should be responsible and accountable for developing and nurturing talent. Leaders should encourage employees to actively seek opportunities for continuous learning and training. Empower employees to provide feedback that helps create a high-performance workforce, reduces the skills gap, reskill employees, and retains and motivates the most talented and loyal employees.
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