Talent management is the process of attracting, assessing, hiring, onboarding, developing, motivating, and retaining a high-performance workforce. Talent management increases the retention of outstanding employees. It will save your company costs in recruitment and help it attract better talent. A company that develops, challenges, and recognizes top talent will gain a reputation for providing positive employee experiences. One of the key foundations of your company’s talent management strategy USA is the capacity to create a development focused workplace where your employees can reach their full potential. The competition for talent is increasing and that is why organizations need to develop innovative approaches to talent management. Talent retention correlates with your employee value proposition. You can develop an inspiring employee value proposition by creating an employee-centric culture. Career growth and career mobility are often among the core values for most employees. Talent management strategy USA needs to be outcome-driven and employee-focused.
Most employees want to believe that their career will evolve by acquiring new skills, competencies and experiences. It doesn’t take much time to have a manager work with each of their direct reports to create an individualized development plan that reflects that person’s career goals, challenges and interests. The developmental plan should be detailed enough to provide a clear pathway for acquiring new skills and competencies and it should include personal accountability for reaching the goals. The developmental plan should be reviewed with the Manager every six months to document progress, make needed changes, provide constructive feedback and recognition. Individualized development plans foster engagement and loyalty and they make the employee feel valued.
Individual employees have different motives, values, abilities, and preferences that shape the way they understand and react to the workplace. If you want to motivate an employee to expand their skills and competencies, it’s helpful to know what they desire or what they value. Coaching has become fundamental to business growth. The ability to coach and develop others is now a required competency in most manager job descriptions. To improve the quality and impact of your company’s coaching efforts, start by giving your managers tangible, practical information about how to coach their direct reports. Effective coaching is based on asking rather than telling, on provoking thought rather than giving directions and on holding a person accountable. Essential coaching skills include:
Unfortunately, when new employees are hired and on-boarded they don’t come with an Operating Manual. In order to maximize the outcomes of your coaching efforts, you will first need to understand the preferences, motives, competencies and work styles of your employees. Profiles Performance Indicator™ (PPI) informs managers how to motivate, coach, and communicate with their employees.
When stressful workplace situations occur, a person’s dark personality traits can emerge. When under pressure, tired, or stressed out, most people will display certain counterproductive tendencies or risk factors. These risk factors often impede effectiveness and erode the quality of relationships with customers and co-workers. These dark personality traits can result in career-ending decisions, but more often they are simply counterproductive for the individual and for the people around them. These dark personality traits are often called derailers. Every employee has some personality characteristics that can undermine his or her success. The Hogan Development Survey (HDS) is the only business-related assessment that measures these dark personality traits (performance risks) that impede work relationships, hinder productivity and limit overall career potential. The HDS provides valuable feedback for self-awareness, which is the key to overcoming these tendencies and achieving greater levels of success in the workplace. The HDS scales are interpreted in terms of risk. Higher scores indicate greater potential for problems in the workplace. If these behaviors are recognized, however, a person can be coached to compensate for them. The HDS Scales are: Excitable, Skeptical, Cautious, Reserved, Leisurely, Bold, Mischievous, Colorful, Imaginative, Diligent and Dutiful.
Contact Us to obtain Sample Reports for the Profiles Performance Indicator Assessment and the Hogan Development Survey.