The economy is getting better. Do you realize your top talent most likely has “feelers” out to see what other opportunities may be available? As a smaller employer this can have a detrimental effect on your bottom line. As we go from an employer market (more available people than jobs) to an employee market (more jobs than qualified employees), NOW is the time to review and update your strategies for hiring and/or retaining that top talent!
Identify top talent. Use scientifically validated assessments to hire, coach and motivate them. If you use “performance matching” you will also be able to find others who are top performers who might be hiding out internally or externally. This process prevents you from falling for verbally astute people who can talk themselves into the job, but have no real interest or talent to perform well. It saves you from hiring someone who may have an amazing portfolio or strong experience, but would never truly fit within your company culture.
Involve top personnel. Engage top performers with memberships and participation in community and trade association meetings or activities. Encourage them to serve on community and trade association boards. This is a great opportunity for these strong employees to learn additional leadership skills and become known. It also promotes your company in a positive light.
Establish compelling goals. One goal may be to obtain a degree or MBA. Another goal may be to place strongest employees on projects that will build their skills and awareness of leading edge issues. Make them team leaders responsible for resolving ongoing internal issues. The key is to have them learn how to work with and through others to achieve results! Or assign them projects to manage and deliver results on-time and within budget. Let them know you expect unprecedented results.
Give useful feedback. Using a validated 360-degree tool can help personnel understand their strengths and weaknesses from others’ perspectives. The key is to keep the questions focused on the talents each person possesses. A good tool will also provide additional training and coaching information for employees to use in leadership skills development. Remember to follow-up in six months to determine areas for continued improvement and to acknowledge successes.
©Jeannette Seibly, 2011
Want to hire top talent? They are more astute than ever before, and are screening potential employers even as you are screening them! Get on the winning track. Hiring Amazing Employees, an eBook, is now available! http://smarthiringmadeeasy.wordpress.com/book-hiring-amazing-employees/
[contact-form] [contact-field label=”Name” type=”name” required=”true” /] [contact-field label=”Email” type=”email” required=”true” /] [contact-field label=”Website” type=”url” /] [contact-field label=”Comment” type=”textarea” required=”true” /] [/contact-form]