Tree of Talent
Thursday, September 1, 2016 1:36:00 PM

What do you do to a tree that bears fruit at the right time and in the right quantity? Surely, you do not chop it down and make firewood, or not water it and not keep it away from pests. You water that tree, give it insecticides and pesticides, give it manure and fertilizers, etc. That tree is the talent of your organization, and if you wish for that tree to bear fruit the way it has done so profusely in the past, you must learn, cherish, embrace and nurture its importance in your organization.

The talent tree is vital for your organization’s growth. While your average employees do the math, the talented personnel devises new formulas.

  • The top talent produces 10 times more than the average employee
  • The top talent requires less than twice the amount of an average employee’s pay
  • The elite talent (executive board) produces 12 times more than an average employee
  • The top talent differential is 2.5 to 10 times that of an average employee

Hence, higher the talent in your organization, higher the productivity.

You like the tree, you want the fruits, but how to nurture this tree to your advantage? Well, the solution begins with same note as on which the entire market works;

  • Rewards
    Linkedin’s 2015 survey tells us that 32% employees switch their jobs due to the lack of recognition and reward. So make sure your tree knows you appreciate them. Do so by both monetary and non-monetary measures. Whatever appeals to the employee must become your priority. Remember birthdays if that’s what it takes, but do not let them go.

  • Boredom
    36% of employees left their jobs due to the lack of challenging work environment. Make sure your talented personnel never feel that they are the smartest person in the room. Only then can they feel challenged. Do not focus solely on work, conduct co-curricular activities that create competition amongst employees.

  • Unsatisfactory Mentoring
    The second most popular reason for changing jobs with 41%, was lack of proper leadership. Employees smell weakness in their seniors. They are always on a look out to point out the flaws in their leaders. A good leader is one who is focused, cohesive, eloquent and integrates organization’s goals with individual goals.

  • Unpromising Career
    Employers must swallow the hard medicine and accept the harsh reality that the employee’s personal goals shall always overshadow the organizational goals. Hence, they’re only willing to vest themselves in the business if it provides them with some growth opportunities. Therefore, training and development from time to time are pivotal to nurture the talent of your organization.

 

The top 2 causes for employee loss, namely, lack of leadership (41%) and lack of developmental opportunities (45%) both are concerned with skills. The biggest mistake leaders make is that they let their designation and business school degrees blur their vision. And the second mistake they make is that they assume that the initial training that their employee had received had some kind of perpetuity attached to it. Whereas the truth is, both those facts hinder the organization’s performance.

This is where the importance for certifications arises. Leaders need certifications to strengthen their employees’ resolve in them and stay updated with the industrial standards and the employees need certifications to enrich their resume and constantly polish the latest skills in demand.

How much fruit will your tree will bear?
A simple trick to monitor employees’ talent is to narrow down all their characteristics to three basic elements:

  1. Respect
  2. Trust
  3. Flexibility

The above mentioned characteristics are most likely to be found in the high potential talent. These are the kind of employees that make future leaders in the organization. They give and gain respect, perform and produce more than required and gain the trust, and most importantly they are extremely flexible; so as to adapt to any situation and work in any condition optimally.

At the end of the day all the talent retention and nurturing issues boil down to two simple points; measuring and developing appropriately. If these two hurdles are endured and accomplished objectively, talent management shall be nothing more than a walk in the park for your organization.

 

 

 

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