Monday, January 25, 2021
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12 Talent Management Tips for Navigating Turbulent Times

In every business you know, talent management plays a critical role. Employee productivity and engagement can drive success. So, it’s no surprise why organizations are even more enthusiastic in investment in talent management initiatives these days.

It’s a common scenario to see employees being distracted by an external factor and pressure in getting their job done and meeting the personal and professional goals. However, if the organizations have a solid, efficient talent management, employees can focus on their roles and responsibilities rather than feeling distracted and pressured.

The Talent Management of Today

The talent management in the past is far different from what organizations use today since employee’s needs and aspirations change from time to time.

These days, successful talent management strategies require organizations to provide more than initiatives. That is especially when they face an unexpected crisis or turbulent times that completely reshape Human Capital Management.

Human resources, together with leaders, managers, internal communications professionals, and IT, work together to shape a positive employee experience. As a result, the employee can grow and achieve success.

Talent management practices undergo evolution to adjust and match people-specific trends. With today’s ever-changing environment, strategic talent management is essential.

Below are the 12 talent management tips that can help in navigating turbulent times, written by Gloat.

1. Invest in Employer Brand

Investing in your employer branding initiatives help in attracting and bringing the fresh and right talent to the organization. You can create useful and interesting employee-generated content. Then, share it to the right EB channels like the company’s career site and social media.

2. Start Employee Advocacy and Ambassadorship Programs

In creating and sharing the employer branding content, you can take advantage of ambassadorship programs and employee advocacy. Make sure that people feel engaged and well-informed. Besides, ensure that the content can be shared externally and are available in one place. For example, make the content available on other mobile devices.

3. Create Smart Job Advertising Strategies

You need to be smart when it comes to job advertising. You can write attractive and compelling job ads and job descriptions and then share them in different social media networks, career sites, and job boards.

Different talent management platforms also help, where employees can share open positions on career sites or social media. This way, you can reach more active and passive job seekers.

4. Go for the Right New Hires

After attracting people, make sure to assess them efficiently. This helps you ensure that you will hire the most suitable for the position. You can conduct assessments, testing, and candidate interviews. Make sure to eliminate bias and give everyone equal opportunities.

In talent acquisition, a positive candidate experience is another advantage. Communicate with the candidates personally and timely to prove that you are deserving of working for them.

5. Practice Proper Onboarding

With proper onboarding, it’s a lot easier to set new hires for success. Get a deep understanding of what employees’ jobs entail, as well as the specific roles and responsibilities would be.

You need to showcase proper employee communication to create a great onboarding experience. Welcome, introduce, as well as connect them to the rest of the workplace.

6. Adjust Employee Communication Strategy

Most employees want to be updated and well-informed about the relevant topics happening within the organization. To ensure employee safety, productivity, and engagement, proper communication is necessary.

Employees feel motivated when leadership and management provide them regular updates about the company news. This helps everyone feel their importance in the organization.

7. Invest in Employee Engagement

All organizations want their employees to be more motivated, engaged, and productive. So, make employee engagement strategies and initiatives part of your ongoing talent management. This helps you achieve business profitability.

Make sure that managers and leaders have clear strategies for improving employee engagement. For instance, they can perform continuous performance management and employee communication.

8. Eliminate Quarterly and Annual Performance Reviews

Today’s employees are not only interested in annual or quarterly performance reviews. They are looking for on-the-spot feedback and ongoing communications. This will help them be extra productive and engaged with lower turnover rates.

9. Promote Employee Learning and Development

Treat everyone as life-long learners. When Millennials and Gen Z employees evaluate their employees, the essential criteria is the ability to give them new things and allow them to grow.

Make sure that you have strategies around re-skilling and up-skilling your employees. This will not only satisfy their needs but also close the skill gap. Knowledge and experience sharing among the employees is the best way to do this.

10. Consider Employee Offboarding

Making employees exit positive as possible is another part of talent management practices. While this one might not be your favorite practice, you still need to learn from it.

Every time an employee leaves your organization, make sure to learn and understand certain reasons for doing so. You can do it by conducting an anonymous survey or using an exit interview form.

11. Become More Data-Driven

Talent management professionals in the past gave less attention and importance to people analytics. However, organizations of today require their managers and leaders to make data-driven decisions.

While you can measure employee-related initiatives, you still need to take extra effort in learning to use data more effectively. By doing so, you can achieve better decisions in the future. You can take advantage of different software solutions that allow you to understand the talent management initiatives that were backed by real data.

12. Implement Effective Software Solutions

Without the right technology solutions, the above TM tips and practices are impossible. You can implement tools for employee communication and engagement, performance management, onboarding, and talent acquisition.

Go for a software solution that allows you to create a central place where your employees can access valuable information and updates. This ensures positive impacts to employee experience, productivity, and satisfaction.

Final Thoughts

Talent management initiatives and the employers’ ability to enable and support their people to grow and do their best can result in business success. As an ongoing process, talent management will always be part of the entire employee life cycle, including employee retention. Take advantage of the above TM tips not just during a crisis, but also in every situation.

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