Identifying and retaining talent
In the fast paced nature of today’s workplace, training and development can sometimes be overlooked but you should never undervalue the importance of investing in your team.
Too often there is the tendency for companies to limit training to new hires and to people moving into new roles. This should be avoided. Ongoing training helps employees to adjust to changing job requirements as well as creating a feeling of being valued and appreciated.
Training also allows people to grow with your organisation. This process will help companies to develop a more effective, efficient and productive workforce. The benefit to the employee is continual personal development and career progression, whilst the benefit to the employer is having a knowledgeable and motivated workforce. One of the most common reasons for employees leaving is because their employers do not have clearly defined career progression opportunities.
One size fits all
Identifying high-potential, high performance people can be a big driver of growth, but it is not always easy to recognise immediately. Often you need to look beyond qualifications on paper and see whether there is a hunger, ambition and a willingness to learn more about the industry which they are in.
Discovering what your workforce is passionate about and what motivates them is important as it allows employers to engage with people on a one on one basis. Everyone is different and as such, line management should not take a one size fits all approach. Tailor it to the individual!
Introducing new skills
Creating a culture of talent development is something which senior leaders can help to implement by building processes to support development as well as being actively involved in the development of people.
At TUI Group, we understand that management has a responsibility to coach and develop, and to pass on their experience and insights to the next generation through mentoring and internal training programmes.
Another way of developing talent is giving people clear lines of responsibility or ownership of a project. This can empower colleagues and can be another way to develop leaders. It introduces individuals to new skills such as delegation, line management and budget control. This does however require efficient communication and support between all parties involved.
Make people feel valued
When people are happy and valued, they are motivated and engaged. It is important to let staff know they are valued and an important member of the business. Everyone has their part in the success of an organisation. No matter how big or small, it’s important to ensure that they understand their contribution.
Never underestimate the importance of regular one-on-one meetings with line managers. Spend this time to understand the individuals concerns and frustrations as well as ambitions. Use this opportunity to keep employees in the loop with company performance and ensure that everyone understands how the company is performing across all target markets. This is a simple way of making employees feel they are an important part of the business and are integral to every success. People want their work to matter and to affect a wider audience, so it is vital to consistently remind them by connecting them to the bigger picture.
Jacky Simmonds is group HR director at TUI Group