Organizations are struggling with a similar problem. It's difficult to map a route from hiring to retiring for all employees, a map that meets the needs of both the employee and the employer. There are two current popular challenges:
ENGAGEMENT - employees are not feeling good about their employment
TALENT - it's increasingly difficult to find new employees who fit the job required
In many cases, we talk about these as two different issues, but in fact, these issues illustrate events that occur in the process of aligning people (talent) and work, or put another way, both are part of the map from hire to retire. Instead of pretending that hiring, promoting, career planning and succession planning are all disconnected events, we must map a simple, clear way to glue the events together into a cohesive process. This is the only hope to strategically align the people who work for us. Building talent is a PROCESS not a series of EVENTS.
To speak holistically about growing employees into proud, aligned people who make an impact requires dispelling the current misconceptions:
- Talent is a word that tricks us into forgetting that we are talking about individual lives. Talent sounds anonymous; our people are not.
- Growing employees requires more than a training class, an LMS, a well-crafted survey, or any single event. Performance is built through ongoing trial and error, coaching and practice.
- A great talent process means that your organization helps people get from where they are to where they want to go. Not everyone wants to end up in the same place. Some may not want to go very far and may feel very secure staying put. Some may want to reach for the stars. All choices are good and a personalized approach to each person is critical to a great talent process.
- Talent development, talent management and talent all by itself are confusing terms and not used consistently across organizations. Define these terms for your organization.
- There is no magic software to build this process, but once built, many different types of software may help.
- Legality for the whole talent process is changing a lot, so be sure your process is compliant. Do not wing talent.
RMA is currently researching and designing a realistic process to meet the growth needs of organizations and people. Consulting on this process will be available from us beginning September 1st and a book will (hopefully) be in your hands by the end of the year. In the meantime, we'd like to share our initial research results and hope you'll send us your thoughts to add to our research on these critical issues.