Employees who are outliers are a blessing for any organization. Research has shown that more organizations are taking steps to implement efficient and effective talent management systems with the primary purpose of retaining talented employees.
This raises the question on what an appropriate talent strategy is? Is it by employee engagement, compensation management, perks, or training?
Here is our recommendation depending on the employee profile.
Firstly, it is imperative that you conduct checks to ensure that the employees in specialized positions are engaged and satisfied on the job. It is important to identify employees in this category and pay rapt attention towards them. If this is not done their valuable potentials will be untapped, pointing to a failure of leadership.
As a company it is pertinent that you take the responsibility for the development of your talented employees. There is hardly a better investment than the development of your talents. We have noticed that in order for talents to learn as quickly as possible, organizations sometimes throw them in at the deep end. While this may appear to be useful from a company perspective the effects on the employees could include mental shutdown, Information overload or job dissatisfaction?
A second category of employees are those with talents which do not become visible as talents on their own steam, and as such may appear less valuable than they actually are. It would be helpful in this scenario to create opportunities for their talent development. It is the responsibility of the employees to recognize their special talents and present them when given the opportunity. We actively promote this as their responsibility for the development of employees lies with the employees themselves.
It is a known fact that a talent does not have to be encouraged, otherwise they are not special talents. The only thing organizations can do is to clear any hurdles out of the way. Talents search on their own for deep ends and jump into it themselves. We should trust them and not hinder them or worse deny them opportunities. Employees develop and use training opportunities independently. They know best what helps them when they receive appropriate support (such as coaching, mentoring etc.). Talents choose their mentors themselves, they win their mentors themselves. There are as many career paths as there are employees. Nothing is required or dictated, everything is individualized. In the end, organization trust always determines the opportunities a talent will get as Trust reduces complexity and discomfort.
Almost all organizations have talent management but how many can boast of a talent strategy and how many have actually thought about defining such strategy to fit either of the above options.
We can provide your talents with strategically coordinated reward programs. This enables us to ensure that your talents learn what the company actually needs. Employees expect clear perspectives and even clearer career paths. This can be achieved through utilization and promotion of your talents by accessing their suitability on the current path and matching them to requirements profiles.