Is Your Talent Management Strategy Affecting Employee Engagement?
Talent Management Strategies to Keep Productivity Levels High
If you’re operating a small business, there’s a good chance you’ve run into an employee retention problem at one point or another. Despite the fact that your non-corporate structure offers some perks that big companies don’t offer (such as flexible hours and less rigorous office structure), there are things you can’t offer, like a tall corporate ladder for your best employees to climb. Therefore, you have to take a different approach to talent management.
The Good Employee “Curse”
Have you ever hired a person who just doesn’t seem to fit the position you brought them in for, so you bounce them around until they find where they fit? Did you ever think that the good employees might like that ability to bounce around as well?
You classify good employees as such because they’re dependable, you trust them with any task and they deliver every time. These are qualities that would make them a good fit for areas in your company that might require specialized skills. Good employees relish a challenge, which means when you present them with that, they stick around and won’t be eager to seek out employment elsewhere.
With every new role comes ups and downs. Perhaps the challenges your employees face in a new position are too stressful. Maybe they aren’t challenging enough. Regardless, it’s important to incentivize your employees to constantly improve and move out of their comfort zone. Always be clear about what is expected of them and never force a position upon someone that lacks the skills to pull it off.
It might feel a little bit like micromanagement, but you need to communicate with your employees to ensure your talent management strategies are working. Do they feel a sense of purpose in their work? Do they feel uncomfortable with various tasks? Does management empower them to do the job?
Your top talent deserves the extra effort, so don’t wait until a quarterly or semi-annual review to go over their performance. Keep the lines of communication open and never simply hand down directives.
To truly know what motivates your employees and how they’ll react to various workplace stimuli, you can’t rely solely on their resume and job interview. When you go through a behavioral assessment process, you’ll know exactly how to motivate them, on what teams they will perform best, and which positions you’ll see the most productivity.
However, this isn’t something you can do on your own. Even though a behavioral assessment is easy to take, it’s best handled by experts who know how to analyze the results.
At PI Consulting Group, we’re the behavioral assessment experts. We’ll help you hire and retain the best talent, filling your open positions with the right candidates. We will help you identify the people who will form teams that resolve internal conflict, communicate easily and maintain a strong sense of purpose. Contact us today and let’s talk about talent management.