Yes it is.
Talent is fluid today. It is also being
re-defined. Thus, what used to be
considered a “Pool” (either captive or available) is now a
technologically-equipped, high speed resource of communicators with motivated
skill sets seeking opportunity.
Economic hardship has also put a hard, cynical
edge on many. Selling must occur both
ways (employer and employee). To an
extraordinary degree the age in which we live is requiring us to redefine trust
and the degree to which communication and expectation contribute to it.
Loyalty has taken a back seat to the above. Recruiters, companies and entrepreneurs must
recognize these hard facts of life.
Values
As long as values for the organization are
base-lined and maintained in the enterprise mission statement and clearly
promulgated in objectives to the employees, then it becomes a management
maintenance challenge with regard to employee acquisition and retention.
The fact that individual value systems may or
may not align with the organization values or changes in them is a
communications issue. If the conflict is too stark - people will not join a
company, will not perform if they join and leave or be fired as the a usual
result.
In a free society organizations and individuals
have choices. "At Will Employment
Contracts" are taken literally. In not so free societies other conditions
exist that impact values. Conditions there are dictated by governments
or stark economic conditions.
With the global competition for resources and
employment these days, business and governments must view the value issue in
its simplest terms and not make a complex science out of it.
People, companies, jobs, resources and success
will be achieved through supply and demand.
All will change to acquire the balance necessary for success
Managing
Talent
The most successful organizations pair
experienced personnel on a staff basis with junior ones as models. Each has
individual assignments and reports to the boss but the senior party is the
example in the process/experience-driven aspects of the job and is available to
answer questions.
The younger individual infuses the older one
with energy and new ideas much like osmosis. The result is a hybrid of old and
new that works and has been put together by a team.
The above approach works extremely well, imposes
on no one, results in the young and old learning by observation, satisfaction
and recognition for collective efforts and reduction in the boss’s work load; a
win-win all around.
Know how much leadership to offer
and how much to let the individual grow on his or her own.
Strike the right balance between
specific and generic guidance so the unique individual traits of the workers
come through in the business model.
Let the employee have a role in
solutions to problems, system design and success of the firm. When you do so,
your talent will remain stable and grow with you.
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