Hiring practices that prioritise finding the best culture fit or looking for talent in the same old places often undermine efforts to boost diversity and creativity.
Great managers are often experts in their field with a proven track record of success. However, leading and managing people are an entirely different ball game. Managers need to hone another skill that, unfortunately, is often overlooked: talent management.
The ability to identify talent, motivate employees, and find the best roles for each employee is crucial to running a successful team. In short, great managers are also great talent scouts.
Being a great talent agent comes with challenges. It requires leaders to become more open minded and to say goodbye to outdated, though popular, hiring tactics. Too many of us follow the popular trend of thinking that the “best hire” is the one that fits our culture. This approach undermines all the efforts made to boost diversity and ultimately get in the way of achieving creativity and innovation.
In this post, we are going to look at what talent management really means for an organisation and how leaders can find the talent for their companies and manage them the right way, too:
What Is Talent Management, Really?
Leaders and executives can define talent management in different ways, but at its core, it is the process of identifying and developing talent.
It is about a business’ ability to hire and retain the best staff and ensure that it has a healthy talent pool. It’s about finding the people who can tackle the business’ biggest challenges, support its goals, and drive its success. It also means making sure that your employees have the skills to get the job done and the potential to grow even further.
Talent management is about transforming an employee into someone who will drive the success of a company.
Why Is It Important?
Talent management is not just a buzzword. It is not just another term that leaders use to talk about the staff they need to get the job done. It’s the critical process that businesses need to understand if they want to thrive in today’s competitive marketplace.
Talent management is the heart and soul of a business. This process helps leaders ensure that they have the right teams in place to achieve their goals.
It also ensures that companies have the right resources at their disposal to make the most of their existing resources, and achieve their vision and goals.
How Can One Find the Right Talent and Manage Them Successfully?
Here are steps leaders need to take to become great talent scouts:
If you are a leader, you need to be forward thinking. You need to think about what you need now and in the future, and ensure that you have the right talent in place to achieve your goals.
This means that you need to look beyond your networks, beyond your usual hiring practices, and find a different perspective.
Take the time to look into your hiring practices.
What kind of talent is being hired?
What kind of talent are you missing?
What does your hiring process look like?
Are your current hiring practices helping you succeed or holding you back?
Depending on the answers to these questions, you'll be able to make the necessary adjustments.
Prioritise People Who Are Already in Your Company
If you want to make better hires in the future, you need to start by looking at your existing employees. You need to see the talent that is already in your company and make the most of it.
Use the following steps to find talent you already have:
Embrace and Encourage Diversity and Inclusivity
We have all heard about the importance of having diverse teams. But can you really achieve diversity in your team if the hiring process is not diverse? Diversity and inclusion are no longer buzzwords. They have become the norm and they have been integrated into business strategy.
If you want to get the best out of your employees, you need to embrace diversity and inclusion in your business. Here are a few tips to help you build a more diverse, inclusive, and productive team:
You need to start tracking performance, measuring performance, and finding the right talent for your company based on data-driven insights.
What are your top performers' skills and expertise?
What do your best performers have in common?
What skills do you need to fill the gaps in your team?
You need to focus on the skills and knowledge of your top performers. Use this information to fill the gaps in your team and counter any weaknesses. You can use these insights to build a strong talent pool and create the right team to take your business to the next level.
Do What You Can to Help Your People Be Better
At the end of the day, you are not just a talent scout, you are a leader. You are responsible for helping your people get better. Remember that your primary goal should be to help your people grow.
But you cannot force your employees to develop if you do not provide them with opportunities to learn.
Your employees need to see that you are willing to work with them and listen to them.
Simply put, you need to make sure that your employees can see that you care.
Leaders and managers should think about talent management as a process rather than an event.
It means that leaders should be actively looking for the right talent and nurturing existing talent in their companies. It is a process that takes time, patience, and effort, but it is worth it.
If the leaders in your company do a good job of managing and growing talent, they will save themselves a lot of time, money, and headaches in the long run.
The good news is that you don’t have to figure out all there is to know about being a good leader and manager on your own. You can seek the help of a reputable business consultant and equip yourself with helpful resources, too.
Stuart Andrews is a reputable business coach in Australia who can help you unlock your potential and develop your leadership skills. Apart from signing up for an executive coaching program, you can also get a copy of the newly released book, The Leadership Shift: How to Lead Successful Business Transformations in the New Normal where you can get applicable tips from a seasoned business consultant. Find out more by contacting Stuart and grab your copy of this amazing and insightful book today!
For a business to be able to create a best practice workplace, its leaders need to establish great employee experiences. To achieve this, they must be able to ask the right questions regarding pressing internal and external demands and adjust their employee experiences to accommodate the impacts.
Achieving a healthy workplace and positive employee experience is especially important these days as most industries and organisations have increased substantial investments from the setbacks caused by the pandemic. While the stages of the employee life cycle remain the same, leaders must constantly review how employees are engaged at each stage. For example, how well do the digital onboarding experiences you provide help employees establish and sustain internal relationships?
To help you improve employee experiences, your trusted business leadership coach in Australia shares five areas to focus on and what you should do to get positive results:
1. Hiring - Leaders Search for Top Talent in New “Places”
The demand for new hires is high, especially in the midst of the economic recovery. It is also important to note that companies need to get creative in looking for top talent. For example, big companies like Microsoft and Google are now actively searching for good employees not in the usual places such as school campuses but on social networking sites like Facebook and LinkedIn.
To attract top talent, employers must look beyond what is available and make good use of social media and other online tools. Furthermoreyou can use digital onboarding programs to set up your online presence, gather the right information and expand your audience. You can also use special events and contests to establish your presence on these sites.
2. Onboarding - First Impressions Still Matter
Onboarding refers to the process of preparing an employee for a role in an organisation. During this process, an employee must be able to learn the organisation’s culture and systems and get to know his co-workers, their roles, and their goals.
When a new hire enters an organisation, the typical onboarding experience will include discussions with a manager and/or a human resource officer, with the completion of training. However, digital onboarding has opened the doors for new and innovative ways of onboarding new employees and increasing engagement.
Nowadays, a great onboarding experience lets new employees get to know the organisation through social networking sites and video sharing sites. Employers can also use apps and games to help employees learn about the organisation and its purpose, culture, systems, and history.
3. Performance - Unclear Role Expectations Have a Significant Effect
To put it simply, employees must be able to perform exceptionally well in their roles. However, many employees have reported that they have unclear role expectations, and this is one of the factors that was exacerbated during the pandemic.
Due to the complexity of their roles, employees find themselves unsure on how to improve performance. For instance, in the first stage of the employee life cycle, new hires are told to look for opportunities for improvement and growth.
You can achieve clarity in your performance expectations by clarifying your measurement and reward system. For example, you can use metrics like employee engagement and the results of your time and management system to show employees how they can improve performance. It’s also important to include real-time feedback loops to ensure that employees are not waiting until structured performance reviews to have opportunities to improve and grow.
4. Development - Painting a Picture of Growth for Employees Is Important
The employee life cycle is all about moving from one stage to another. If you want to be able to help employees grow and export talent across the organisation, then you must be able to paint a picture of growth for them.
In some instances, leaders present succession planning for employees but fail to explain how this will happen. For instance, , new employees are told that they will be able to progress to the next stage if they invest in themselves.
At this point, leaders need to explain what they mean by investing in themselves. Employees can invest in themselves by completing coaching programs, earning a certification, participating in learning and development initiatives, exploring opportunities outside the organisation, and so on.
To help you explain how employees can improve their skills, you need to develop clear action plans with criteria that can be measured on a regular basis to monitor growth.
5. Employee Wellbeing - Wellbeing is the Number One Priority
Employees who are not well will find it hard to achieve the goals of their organisations. Lower engagement levels will not only impact individual performance but broader team morale and overall organisational financial results.
To help employees achieve and maintain well-being, you must show them that they matter to the organisation and provide the support they need to do their jobs. An excellent employee experience must be the top priority, and leaders must be able to show their employees that they are pivotal to the success of the organisation. This includes demonstrating a genuine interest in their personal lives and providing opportunities for growth.
Some organisations have started to define clear wellness programs, where they are able to demonstrate to employees how they clearly support them mentally, socially, physically and financially.
In order to ensure that you have game changing employee experiences, you must be able to establish clear and healthy systems for each stage of the employee life cycle.
By focusing on the five stages discussed above, you can deliver a better employee experience and ultimately improve business performance. Of course, you can invest in this further by engaging an executive coach from one of the trusted experts in your area.
Stuart Andrews is a reputable business leadership coach in Australia who can help you improve the way you do your business. With Stuart Andrews’ strategies at your disposal, you can make huge strides to take your business to new heights. Learn how to be a better business leader from the book written by your trusted business coach in Australia!
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