When leaders know who the high performers are, they can maximize their contribution to the business. In this video, learn about the formal and informal ways to improve visibility of talent in an organization.
- Talented employees are the engine behind business performance. Research shows that 20% of employees contribute 80% of business results, so you want the organization to benefit as much as it can from these talented individuals, and the only way to do that is to make sure that leaders know who they are and maximize their contribution across the company. It seems obvious that leaders would know who the talented employees are in the company, but that's not necessarily the case.
Leaders may not know who is out there, who is great at what, what their career aspirations are, and if they're at risk of leaving the company. Believe it or not, managers who are afraid of losing their best team members may not share information about them outside the team. There are two main ways you can help talent be more visible across the organization, formal and informal. Many companies have a formal talent review process where individuals are discussed as part of succession planning, however, these talent reviews don't always happen across multiple teams or across the entire organization.
If this isn't happening already, engage business leaders to talk cross-functionally about talented people. Informal ways managers can learn about talent are just as powerful. I worked with a technology company where the managers from the engineering, product development and marketing teams had lunch once a month and talent was a regular agenda item. They discussed team members' strengths, achievements, and career aspirations.
Every month the managers discovered new ways to give talented and motivated individuals new experiences. Sometimes it was as simple as including an individual in a decision they wouldn't normally have been involved in, or a chance to work on another team. They created job rotations, cross-functional projects, and supported employees moving to other teams. These efforts improved their teams' ability to collaborate cross-functionally and achieve better results for the company.
Another informal way to improve visibility of talent is to assign talented individuals from across multiple teams to work on a strategic initiative for the company. Bring these individuals together and let them tackle something important to the company. One global retail organization I worked with was looking at opening retail stores in Mexico for the first time. They put together a group of highly motivated individuals from multiple teams and had them spend three months developing the plan for this expansion.
The team presented the plan to leadership and was involved in the launch. It was a success, the individuals involved learned new skills and leaders had visibility into a group of talented individuals they may not have known about before. Leaders need to proactively build ways to learn more about the talented people in their organizations. When these individuals are given the chance to work in new ways, they contribute even more to the business and remain engaged and motivated.
It's a win-win for everyone.
- Building a successful talent management strategy
- Identifying talent needs and assessing existing talent
- Recruiting and hiring the right people
- Developing employees to meet talent needs
- Implementing a succession planning process
- Focusing on engagement and retention
- Increasing talent visibility
- Creating a strong HR and business partnership
- Designing a high-performance culture