Identify Top Talent
If only you could simply and easily identify top talent at work so that you could focus your energy on engaging and retaining your star performers to perform at their peak. Guess what? You can.
Three Simple Questions to Identify Top Talent at Work
While you may need a simulation assessment for high stakes roles to ensure that you get it right, for many circumstances you can use common sense as a good starting point. As you think through your key employees, ask yourself the following questions. Your answers should quickly establish their value to the company and inform your decisions about who to hire in the future.
Without question, top talent contributes mightily to the organization and is thoroughly engaged in their work. They are the critical few upon whom you depend and through whom the company and their colleagues thrive.
A star employee who quits leaves a vacuum that is often hard to fill. Not only is their key role left vacant, but their team is often left in crisis. The team mates who are left behind may worry about how they can get their work done and begin to think about their own levels of engagement.
If, however, you think you or the team might be ambivalent or even grateful when this employee leaves, you have your answer. They are not the top talent you want and need. Their leaving has done you a favor; now you can identify top talent to fill the open slot.
Lower performers drag down your performance because you have to spend time worrying about whether or not they will accomplish the assigned tasks on time and at the level of quality you demand.
The Bottom Line
To quickly identify top talent you can ask three simple questions. You need to know if they are helping or harming the overall organization. Ultimately, just think how grand it would be to have everyone in your organization be a superstar! Identify top talent, attract top talent, engage and retain top talent to get the results you want.
To learn more about how to identify top talent, download The Surprising Recipe for Talent Management Success
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