BUSINESS TALK ABOUT TALENTS
What does the future of your business look like if your top talent checks out? Or if your culture does not attract and welcome new talents?
The word “talent” has become very popular in business language and approached in different ways. How the leadership define it, it will shape all talent conversations in the organization. For us, a talent in the workplace is a person who possesses the potential to drive organizational growth. Talent refers to the unique qualities, competences and skills required to support business strategy. It is about ambition and ability to contribute to the organization’s success. In today’s knowledge economy, the ability to attract talented employees have a profound impact on organizations. McKinsey & Company research (2021) shows a significant relationship between talent management and organizational performance.
We are often asked how the talent management differs from the people management. Talent management thinks of people in terms of their ability to add value to the organization, often referred as value creators, such as engineers or value enablers, such as leaders. The focus of talent management is on identifying key roles and competencies that are highly valuable and make a significant impact on organization’s competitiveness. People management is concerned with empowering, engaging and improving performance across the board. Both systems are interconnected and should be fully integrated, as one of the strategic areas of HR department and the organization as a whole. Nowadays, leaders have to think about building a company that honors and empowers everyone, where every employee can and should be considered a “talent.”
The competition for talent will only grow. Start acting now by focusing on your people and keep talent from walking away. How ready are you? Here is the list of things you can start doing today.
SHAPE THE TALENT CONVERSATATIONS
What define a talent in your organization? Have a conversation with your leadership how to talk about talents. Start with your vision, look at the future trends most relevant to your business. Name and describe talents valuable for now, and your future organization. Use “talent competency model(s)” to list the unique qualities, competences and skills that specific talents should possess.
FOCUS ON YOUR PEOPLE, KEEP TALENT FROM WALKING AWAY
Identify talented performers within the organization. Are they empowered and flourish in their roles? Are they given the resources and support they need to thrive? When your talent is showing signs of disengagement, they may leave. By asking questions and listening, understand what your talented employees are running from. Act, before they leave and make your organization more attractive to stay.
Talented employees want to feel valued, feel a sense of belonging among caring and trusted colleagues, see the potential to grow and have the flexibility to integrate work with their personal lives. Foster a culture of belonging, flexibility, and growth.
INVOLVE YOUR PEOPLE, INVITE THEM TO CO-CREATE COMPANY CULTURE WITH YOU
How does your organization facilitate connection and inclusion? How does it help people learn and grow? How does it accommodate everyone’s unique needs? These are questions people ask.
Invite and involve your talented performers to co-create values and organizational ecosystem with the leadership. It is real and aspirational.
MAKE SURE THAT YOUR WORDS AND ACTIONS MATCH THE EMPLOYEE EXPERIENCE
Balance talking about where you are going – your vision with what you are doing to get there. Anything you say to your talented performances will be meaningless if your internal environment and actions don’t support it.
When you focus on cultivating people-centered culture that is welcoming, grounded in trust and appreciation, not only you will attract top talent, but will reap the business benefits of having engaged, innovative, productive, collaborative and curious employees.
Passionate employees, including talents that are actively engaged in the organization are the best ambassadors in the competitive talent market.
Colabrie values
We guide engineers and tech leaders using Colabrie approach to evolve their ecosystem to retain and attract high-performing talent.
Contact us
E-mail: alenka@lena-z.com
Telephone: 01 720 219 9263