Close Your Eyes And Imagine.. Who Is A Potential Talent Within Your Organisation?
Talent abounds in your organisation. All you need to do is spot the right talent and assign the right responsibility to nurture it further, to its fullest potential. And this, in turn, will only nourish your roots as a business and help your business scale the heights of success.
Finding the Right Talent
Earlier it was said, “People are the most significant asset of your organisation”. But now, in the modern times, the truth is, “The right people are the most important asset.”
Having said that, it is equally true that there are no wrong or right people. There are talented people and it’s all about unearthing the talent in your people. It is about identifying their talent at the right time and nurturing it appropriately.
So, how would you define talent?
Talent, in simple words, is a blend of skills and competencies, fortified with experience, and with a potential to impact your business positively. Talent is completely dependent on a person’s aptitude; either they have it or they don’t.
How do you identify the Talent Within Your Organisation?
Now close your eyes and imagine… Who is a potential talent within your organisation? Oh, how we wish it were so easy! Nevertheless, it’s not that difficult as well. Let’s go ahead and explore this area.
Identification of Talents
Imagine this. Hire a person inclined towards R&D and assign him/her with the responsibility of achieving sales targets for the next quarter. What results do you expect to get? Positive?
We regret to inform you that what you expect will be far from reality. The same employee will work wonders, probably come up with a new invention in the next quarter, if offered a relevant position.
Talent is the perfect blend of three crucial factors:
- “Want to”,
- “Can do” and
Hence, a go-getter with the right attitude and knowledge and in the right area can work wonders for your business.
A certain area of your business might require personnel with highly creative or innovative minds; some other area may need people with deep analytical abilities. Empathy plus customer-centric attitude could be a requirement for another.
Some Simple Ways to Identify Talent in the Organisation
The easiest way to identify top talents is by conducting a comprehensive aptitude test in the areas of operation of your business. Employee scores across these will give you a fair idea of who is good at what and to what extent. Such a test will identify knowledge and capability – the “Knowhow” and “Can Do” part.
Another effective approach to identifying the right talent is listing these characteristics as competencies specific to the job profile. These must be further included in the job description, as well as at the time of performance appraisals. Later, at the time of employee performance evaluation, appraisal scores can come quite handy in flagging top performers.
These methods to identify talent within your organisation are effective but not exhaustive. You must also consult line managers to confirm the validity of the numbers derived from these tests. This will help spot high-potential talent not identified by these processes.
Nurturing Talent and Investment in Talent
Identifying talent alone is not important. It is extremely imperative to reward, inspire and engage talented employees on a regular basis. Hence, right investment is a key step in cultivating the identified talent.
Top performers are akin to other staff members fundamentally. However, they subconsciously need something different from their team leaders and overall work environment. Their need to self-actualization varies significantly from that of regular employees.
Here are some steps that your organisation must take to meet their basic needs:
- Talented employees can be most engaged when guided by their company’s vision, values and line of action, and given an opportunity to embrace the same. Hence, communicate your compelling vision and value system articulately to all employees regularly.
- Make sure that your company’s senior management personnel offer adequate support top talent via their actions and in their words.
- Engage top talent in strategic planning programs aimed at enhancing your business competitiveness.
- Provide them with necessary tools, work environment and resources they need to make the most of their abilities.
- Managers overseeing your top talent must be specially equipped with solid management expertise. You must ensure time and again that they perform their role effectively.
- Support professional progression of all staff members, paying particular attention to top performers.
Remember that your top talent is usually the most creative and hardworking lot, and there could be a significant disparity in what each person considers as important to him/her. Hence, it is important to know them closely as individuals and discover what stimulates and engages them the best.
Ensure that nurturing your top performers is an ongoing exercise with active participation from the management on the whole, and not just a one shot activity.
If talent is not cultivated appropriately, it might begin looking for brighter avenues; better prospects, in other words. It is very important to retain your top talent for continuous growth of your organisation. Losing a skilled, talented employee to competition has a far greater impact than being a monetary loss. It’s a difficult-to-fill void that requires huge investment of time and resources; the one from which your competitor greatly benefits.
The simple mantra to talent retention is keeping your top talent motivated and engaged to the best of your organisational abilities so that they continue to grow both personally and professionally.
Is Talent Identification Tough?
It may seem so, but actually it is not.
We do not need sophisticated systems for identification of talent. Talented employees are like easy-to-spot stars that enhance the brightness of your organisation.
A Word of Caution – Beware of Negative Attitude
Prevalence of positive attitude among employees at all times is absolutely necessary to take your business to the next level. While focusing and supporting talent in your organisation, it is important to pay attention to attitude. Regular employees with positive attitude are greater asset to your organisation than ‘high-talent’ performers with negative attitude.
Employees with negative attitude can be detrimental to the organisation as they can demotivate others too and bring down overall productivity. It may be a difficult decision to let go of top talent, but when such talent has inherently negative attitude, the decision is definitely the best one in the long term for the organisation.
And anyway, with your talent identification and nurturing systems in place, you will surely find the right talent with the right attitude for your organisation.
In conclusion, it is important to say that identifying and nurturing talent is not the end of it. Ensure that requisite steps are taken to engage every kind of talent within your organisation’s purview. There is nothing more dangerous for your company than a talented-but-unoccupied individual.
So how do you identify, nurture and engage talent within your organisation?