Managing talent means supporting and leveraging people who will make a positive difference to the success of your organisation.
A top performer is not only successful in the job they do for you, but they also possess the extra drive and resilience which makes them stand out and be noticed, for all the right reasons. If you want your business to be competitive and continue to grow, you must have the right people in place who can rise to challenges, create opportunities and excel in leadership.
Work for someone who believes in you, because when they believe in you, they’ll invest in you.
Identifying talent means looking at an individual’s past performance, experience and behaviours, and realising the potential of this individual. Managing talent is about attracting, developing and engaging the best people for your business. If you nurture your talent, and place people in the right roles at the right time you are helping to create an effective workplace.
Developing your employees helps to maintain the values and culture of your organisation. Investing in time and their development provides a boost in morale and increases motivation, making staff feel valued. Your employees bring immense value to your business, and identifying, managing and supporting your talent fosters a culture for greater productivity and engagement within your organisation.
Support and manage your talent
Getting to know people and recognising their talents are amongst the most important and underrated aspects of good leadership, laying the foundation for those around you to feel happy in their work.
Your top performers need to have the skills and capabilities to move into more senior roles. Agile employees who want to stretch and grow within an organisation, are the ones prepared to utilise opportunities to demonstrate their value. Supporting and managing this talent helps to ensure they remain engaged within the workplace.
Develop talent
Encourage employees to develop their skills and provide them with the resources to do so. Everyone appreciates the chance for professional development, and those more driven will use these opportunities to learn and nurture their personal development. There may not always be openings to promote your top performers, but this is a way to motivate staff and to keep a more focused workplace. Providing training expands the knowledge base of your employees which is beneficial for business.
Does your company culture support the promotion of talent?
Succession planning should be focused and nurturing. Provide opportunities for advancement and allow your top performers to feel appreciated and engaged with your organisation. Supporting an individual’s development in areas where they are less strong allows them to make better use of their core strengths. Your high potential candidates need to know when and how to use their skills in a way to maximise their success and that of the organisation.
Promote rather than hire
As long as your internal candidates are viable for any new position or promotion then you should look to fill your senior and leadership positions from within. If you continually fill via external recruitment then your current staff will believe this is the only way to reach the higher levels within the company and look elsewhere for work. However, if there is a trend to see the hardest working, most indispensable workers promoted, it will show how you value talent and effort. This is inspirational and shows you care about results and that good results are ultimately rewarded.
Attract new talent
Revitalise a team and bring in fresh ideas to your organisation. Don’t promote if your internal candidates are not the right fit for the role. Once recruited successfully then onboarding is key to developing your new talent so that they have a positive experience of the company right from the start.
Train people well enough so they can leave, treat them well enough so they don’t want to.
Create a career-focused culture
Identify and support talent to create a career-focused culture in the workplace which helps to guide your best people into positions of responsibility. Employees focused on their careers, as opposed to jobs, tend to find ways to improve and innovate as they go along.
Recruitment mistakes have a massive impact both financially and on the reputation of an organisation. When you have a clear understanding of the talent within your organisation then you are better equipped to identify areas of improvement. If you invest in and champion your talent, you are more likely to retain them. By taking the responsibility to cultivate your top performers and providing opportunities for them to develop their skills and to improve themselves, you are preparing your organisation for a successful future.
Work with Holst to identify and develop top talent in your organisation ...
Contact us to find out how Holst professional development can help you to identify and develop a career-focused culture and innovative leadership in your organisation.
