Your Guide to a More Effective Workforce With Talent Optimization
If your organization is like most, you’re developing strategies on a regular basis and constantly tweaking them to reach objectives on time. You’re also working on talent optimization as part of those strategies. If you’re falling short of hitting your objectives where talent is concerned, here are some important steps for your organization:
Aligning Strategy With Talent Optimization Goals
A solid strategy for talent optimization takes into account that it is informed by the actual business strategy. Furthermore, the strategy must reside within a business context.
When we address the topic of talent optimization strategies, we’re talking about people strategies. It’s about changing the way you hire people – the people who will become the backbone of your highly productive teams.
A good way to approach your business strategy is to keep the focus more narrow – if you try to do too much, it’s not going to work. Furthermore, every stakeholder must have complete buy-in to the strategy and how you’re going to execute it. All employees must fully understand the goals behind the strategy and know what you’re striving for.
Knowing Your People Data
Gut feelings are just that: “feelings.” They’re far from facts, which is what you get when you work from your people data. The best way to get reliable people data is to use the Predictive Index method, specifically, through a process called the behavioral assessment.
The behavioral assessment allows you to know how your people will behave under specific workplace scenarios. Having this data at your fingertips means your ability to tackle talent optimization is enhanced and can inform how you develop teams with the right mix of skills and sensibilities.
Engage Rather Than Disengage
Only 20% of employees, say they are “strongly engaged” in their work and organization. An engaged individual is a happy employee, yet it’s not always easy to get them to that happy place, especially if the company culture is a bad fit.
Utilizing the Predictive Index method can help you avoid situations where you bring the wrong person on board or hire the perfect person but assign them to the wrong job or wrong team. Managers also play a critical role in keeping an employee engaged, but only if they excel at communicating and motivating individuals.
Be Prepared to Hire Smart
Bringing on new personnel is often a laborious process, but it can only be made easier if you do your due diligence up front. For example, how well defined are your job descriptions? They must be accurate and updated if you’re going to attract the right people.
Utilize people data, such as the data you gain through the behavioral assessment, to make the right decisions, especially when it comes to the candidate meeting company culture expectations.
At PI Consulting Group, we offer the tools that business leaders need to keep their talent optimization strategies in line with their business strategies. Contact us today and let’s talk about how our solutions will work for you.