Legendary GE President Jack Welch said, “It goes without saying that no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.”
In this week’s discussion, Chuck will share his thoughts and experience regarding effective Talent Management for your organization.
Talent Management can be described as “maximizing our human resources, the people who make up our organization.”
Key Thought: The decisions we make on who we add to our team, how we will develop the people on our team, and who we transition off of our team is crucial to the success of our organization.
4 Aspects of Talent Management
We need a clear posting and picture of what we are looking for in that particular role.
Clarity is essential regarding:
- Job responsibilities
- Scope of Authority
- Essential skills related to that position
Recruiting Tip: Ask the highest performers on your team who they might recommend for this role.
Your Interview Process Matters! Multiple interviews involving a variety of people throughout your organization (including peers who work in that area) covering behavioral questions and, when possible, a demonstration seem to yield the best results.
Support for Success
What is your onboarding process? Conversations with their manager at 30, 60, and 90 days are crucial in giving feedback and listening for indicators of disappointment.
Create a Coaching Culture
Train front-line supervisors and managers to become coaching leaders.
Your Goal: To bring out the best in every person that they are responsible for
How? Frequent feedback will help each team member reach their maximum capabilities.
Chuck recommends at least 4 conversations focused on the employee’s performance each year.
- An Annual formal conversation
- A Mid-year formal conversation
- 2 semi-formal quarterly conversations
“Design an employee experience that improves employee engagement, wellbeing, performance and development.” – Gallup