Do Not Neglect to Nurture and Grow Your Top Talent

Picture of a tree representing how to grow attract, engage and grow your top talent

There are lots of excuses for neglecting to identify, nurture and grow your top talent. The most persuasive is that the company is moving so fast you have little time to think forward…you can only hope to keep up with demands and pressure for the present.

But leaders who do not nurture and grow your top talent can be making a big, and potentially, disastrous mistake. Why? Because, to perform over the long-haul, you need the best talent. Where are you going to find your next crop of leaders if you don’t keep your talent pipeline filled with both internal and external candidates?

Here’s what you need to do:

1. Map your talent strategy to the business strategy (and culture too)
Your plan for talent should not be created or implemented in a vacuum. For a talent strategy to work, it needs to be fully aligned with your overall business strategy and 100% supported by the leadership team. It must also align with the current (not desired) organizational culture for it to have a chance to succeed. The goal? Build the talent you need to implement your business strategy in a way that aligns with and strengthens the way people think, work and behave.

2. Establish key talent metrics
Know what matters most. For many this means setting up definitions for current and future job roles and responsibilities that include how you will measure success in terms of performance and what the parameters of compensation will be. These success metrics should be transparent. Each employee should know how their job is described, specifically what is expected of them, how they will be measured and how they will be compensated.

3. Attract and retain the talent you want by
a. Creating a relevant and robust learning and development program. This will serve two purposes: first, you can build the critical skills you need in your current work force. Second, you can better attract ambitious learners from outside the company. One simple and cost-effective way to enhance your learning and development program is to set up a mentoring system whereby more experienced workers pair up with high potentials. An organization that values learning and invests in their employees is appealing to job candidates.

b. Establishing career paths for promising employees so they can envision a future where they can contribute to the company in ever more challenging roles.

c. Ensuring employee engagement.Keep tuned in to your most critical employees to know what they are thinking and where their interests lie. Maintain an open and trusting relationship so you can keep them productive and fully engaged.

For more information on how to nurture and grow your top talent, please download The Top 5 Training Strategy Mistakes to Avoid

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