Growing talent base and competitive edge

The majority of organisations invest time and money in the hiring process to ensure that they identify the right people for their organisational needs. But once hired and in a new role, it becomes essential for talent to be nurtured, developed and ultimately retained for the future.

Pro-active organisations have comprehensive employee development programmes in place that support talent growth, whilst those that do not often suffer from employee turnover and a lack of leadership development.

Research shows that only ten percent of managers are fully prepared to take the next career step to a higher level within an organisation. The responsibility for individual employee development generally still lies with senior managers and supervisors – although for many of these individuals, development coaching can be difficult and something that is often not done effectively.

There are various steps that managers and supervisors can take to ensure strong talent growth and development.

1. Maintain Open Dialogue. Keep open dialogue with all employees that report to you – or at least with your direct reports. It is essential that you set-aside quality time to meet and discuss with them at regular intervals.

2. Professional Development. Support and encourage professional development with your team members. You need to provide them with structured guidance and support – especially where they have expressed in interest in this area.

3. Smart Planning. It is vital for all key employees to have a career plan, providing some direction for their future and an understanding of how they fit into the organisation. You can work with your team members to establish clear goals that are specifically aligned with their strengths and experience and then work with them to create a plan for how to get there.

4. Identify Mentors. Mentors have a vital role to play and can provide support and guidance in a similar way to that of an executive coach. Consider linking your team members with an appropriate internal mentor.

5. Benefit From Executive Coaching. Increasingly, company executives are making the decision to hire executive coaches. A good coach will provide an excellent platform for individuals to progress in their careers and to effectively manage obstacles.

6. Identify Your Leaders of Tomorrow. Identify your next generation of company leaders. Who are those team members that are on the fast track to senior management positions? Once you know who they are, it is vital that they know too and that they have an understanding of the development and stages required to secure a top position.

7. Develop Training Programmes. Specific training programmes are often found outside of the organisation with professional training organisations. Conduct a training needs assessment which will allow you to determine the gap between actual and desired performance and competencies.

The author is the Regional Director for Adecco South East Asia

www.adecco.com.sg