Tips for Improving Talent Management

According to Gallup’s 2022 State of the Global Workplace Report, just 33% of North American employees feel engaged at work. Reasons cited for disengagement included unfair treatment, unmanageable workload, unclear communication from managers, lack of manager support, and unreasonable time pressures.

Employers are facing an uphill battle in the fight for talent recruitment and retention, and in order to make positive advancements, managers need to be held accountable for improving their approach to talent management.

As quoted in an article from ZDNet, Gallup states, “Managers need to be better listeners, coaches and collaborators. Great managers help colleagues learn and grow, recognize their colleagues for doing great work, and make them truly feel cared about. In environments like this, workers thrive."

As our world evolves, so too must our workplaces. Employers need to be agile and responsive to employee needs.

A recent article from Talent Culture shares five tips for improving talent management. All five are in direct alignment with our values and core areas of focus at Truvelop.

One of our customers, CST Group shared, “Truvelop’s virtual performance management application is an ideal balance between true accountability, team connectivity and real time conversations. Focusing not only on productivity and KPI’s, but also employee attitude and morale will make our managers better and our team stronger.”

Here are our top tips for improving talent management and driving retention:

• Set clear goals. Goals should be easy to understand and attainable. In order to be achievable, goals should not be set and forgotten – revisit goals with employees frequently to understand any challenges they may be facing or to explore new opportunities for support. Goals can be refined as needed!
• Provide training and development. Employees feel more engaged – valued and seen! – when they have opportunities for training and development. Talk to employees about their long-term goals – personal goals, not just the organizational goals. Evaluate skills and experiences needed to achieve those goals and develop a plan to provide the employee with the training and development they need to grow and work towards goals.
• Ongoing evaluations. Annual reviews are a thing of the past. The best way to motivate and engage employees is through frequent, ongoing evaluations. Celebrate their successes and wins, big and small. Have a conversation about barriers or challenges they may be facing, and discuss what types of support could be provided to improve their experience or performance. When issues are addressed in a timely manner and a job well done is applauded in the moment, errors can be corrected and motivation can be improved.

The manager-employee relationship must be nurtured. And especially in a distributed workforce or one with frontline workers, intentional effort and adaptive approaches are necessary to improve the employee experience and drive retention.

 Contact us today to learn more about our modern approach to performance management and development and how it solves for retention. Don’t just take our word for it, see what our Customers have to say.