Talent Management

0:13 welcome back 0:14 now i already told you we have a problem 0:16 with employee engagement 0:19 engagement continues to be a problem and 0:21 we need to focus on it 0:23 we need to engage our people better all 0:26 of our people 0:27 not just our talent but we have to 0:30 really assure 0:32 that we are engaging our talent so that 0:35 we 0:35 don't lose them 0:40 research tells us that people join 0:42 companies with lots of positive ambition 0:46 but without a concentration on what's 0:48 important to them 0:50 their mission they may become 0:53 unengaged very very quickly 0:57 remember what you learned in the 0:58 onboarding section it 1:00 all starts before people even arrive on 1:03 site 1:03 in your team or your company be 1:06 cognizant 1:07 that your behaviors as a leader as a 1:10 team leader 1:11 is crucial to engaging and 1:14 and retaining talent 1:18 the quality of leadership is crucial to 1:21 turnover you don't want zero turnover 1:24 though 1:25 but you don't want 30 percent either 1:28 each industry each company each site is 1:32 different 1:33 you want to make sure that you are 1:35 infusing the environment with 1:37 new blood so to speak all the time 1:40 but you can't let your investment go out 1:42 the door either 1:44 it will cost you double the salary to 1:47 attract 1:48 and retain a replacement remember 1:51 you are responsible as a leader to keep 1:54 the team 1:55 and your talent engaged 1:58 and that's just not a once a month kind 2:01 of thing 2:02 that's thinking about it almost every 2:04 single 2:05 day to assure that everybody remains 2:09 engaged 2:12 in addition to determining growth 2:14 potential 2:16 risk and impact of loss of people and 2:18 talent are important data elements for 2:20 managers to capture 2:22 and discuss during what i call the 2:24 talent review process 2:27 and this should be part of the processes 2:29 in your talent pipeline 2:31 the risk of loss or the probability 2:36 that an employee will leave you this is 2:38 too high risk 2:39 if they're talented in your organization 2:44 this risk can be affected by job 2:46 satisfaction 2:47 what they're doing every day the work at 2:49 hand it could be culture 2:52 fit they don't fit in the culture 2:56 it could be relationships or connections 2:58 inside the company 3:00 it could be that they're sitting next to 3:02 a really negative person that creates 3:04 this 3:04 negative aura in the company and 3:07 deteriorates how they feel when they 3:09 walk in the door 3:11 it could be recent work life or life 3:14 events 3:15 that trigger departure or 3:18 it could be something happening in the 3:20 job market like a competitor 3:22 showing them that the world could be 3:24 better in another place 3:27 the impact of loss asks that managers 3:30 and team leaders determine 3:32 the impact to the business if somebody 3:36 departs 3:37 the impact of this loss could be 3:39 affected by the ability to replace that 3:41 employee their knowledge 3:43 or the level of competitive risk if the 3:46 employee goes to a competitor 3:48 they take a lot of knowledge with them a 3:51 lot of ip 3:54 the difficulty of replacing an employee 3:56 is great 3:57 and it's great right now 4:01 you have the ability to influence 4:03 talented employees in your teams and in 4:05 your companies 4:07 and you have the ability also to in 4:10 influence all of the stakeholders 4:14 a manager determines the employee's risk 4:18 of loss 4:19 and that impact of loss and you should 4:21 be keeping track of that 4:23 and making sure that you can influence 4:27 people 4:28 to stay and grow and lead 4:32 and take your company to the next level 4:36 so how do we make a plan the keys are 4:39 really easy to remember but perhaps not 4:43 easy to execute 4:44 if it were easy we wouldn't have the 4:47 issues that we have 4:48 with the talon pipeline and with 4:51 engagement 4:53 talking to your team members is 4:55 extremely high on the list 4:58 knowing what they want what they need to 5:01 excel 5:02 giving them the training the development 5:04 that is necessary 5:06 for them to do their jobs and the next 5:08 jobs that are coming forward 5:10 informing constantly about what's going 5:13 on in the team 5:14 and in the company i've said it before 5:18 communicate communicate and then 5:21 communicate some more 5:23 recognize them for what they do 5:26 what they accomplish most important 5:30 is to help them make meaning in their 5:33 careers 5:35 help them to see the bigger picture help 5:38 them to see what position they play 5:40 in the team or in the company and how 5:43 important that position is 5:44 to moving the company forward and don't 5:48 forget 5:49 even though it's not number one on the 5:51 list you have to reward 5:54 you have to recognize recognize is 5:57 totally critically important 6:02 here are some ideas to incorporate into 6:04 your repertoire 6:06 start your next meeting with allowing 6:08 people to share something 6:10 positive something positive in their 6:12 lives 6:13 we do that in all of my staff meetings 6:15 and it sets the stage 6:17 for a good meeting and it helps lighten 6:20 the load 6:22 letting everybody talk about something 6:24 perhaps 6:25 from home or perhaps at work that's gone 6:27 positively 6:29 just makes the environment more 6:30 energized and positive talking to every 6:34 team member and getting their ideas 6:36 out for creating a better environment 6:38 for the team 6:40 how about taking everybody out to play 6:42 at something 6:43 finding fun at work 6:47 and if your culture allows it embarrass 6:50 them positively embarrass them with 6:53 recognition 6:56 make sure you ask every one of your 6:58 people what their passion is 7:01 know what makes them tick and what makes 7:03 their lives worthwhile 7:06 have team members teach each other 7:08 something remember what i said about 7:09 teaching 7:10 if we teach something to somebody else 7:12 we remember it better 7:14 and people get closer to us when we 7:17 teach them 7:18 allow your team members to teach each 7:21 other 7:23 and have your team members share their 7:24 purpose for what they're doing here at 7:26 work 7:28 have everyone share lately what they've 7:31 been up to 7:33 have them share what they're most proud 7:35 of 7:36 think about a way that one of your 7:38 leaders may have caused positive energy 7:40 in your environment 7:42 or something that you've done that has 7:44 caused positive energy 7:46 together let's brainstorm all of the 7:50 fascinating things 7:51 that we can share with each other about 7:54 creating positive energy in our teams 7:56 and helping to move engagement forward 8:01 tell stories using those creative and 8:04 colorful words 8:06 so that we remember some of the things 8:07 you've done or some of the things you've 8:10 experienced 8:11 so that we may try it in our next team 8:14 activity or team event