
I’ve seen the good and the bad things that companies do in relation to talent management. I have heard from my team, experienced good and bad policies, spoken about this topic with HR, my peers and managers and done the odd training. Here are seven practical things you can do to create employee engagement. They seem easy but are hard to implement consistently.
1. Manage with a personal touch
- People can only deliver their best when they are emotionally connected to the business and their leader. Be personal, know them
- Provide private and public personal recognition. Praise every improvement that you see your team members make. Writing "great job" and "thank you" emails go a long way.
- Take an employee to lunch once a week.
2. Understand what motivate your employees
Tell in your 1:1s that you value your team and that he or she is critical to you and you would like to understand better the motivations that drive them. Yes, they might say a salary increase or a promotion and it might be that is not possible but it gets more interesting when asking the next question: What else? They will come up with drivers that you can give. There are a number of questions you can ask. Here are a few:
- What could I do a little more of or a little less of?
- What makes for a great day?
- What can I do to make your job more satisfying?
I keep a project sheet for each team member and review regularly the motivation drivers of my team.
3. Make the ambition, vision and strategy clear and understood
- If you have a clearly formulated ambition, continue with communication where the company is heading, what this means for your department and how this translate to the subdepartments. Keep this direction simple and clear and ensure it combines the hard numbers with the projects and products that will deliver it, what it requires from the people and how it will effect cost and top line.
- I have seen dramatic swings in strategic choices and each time they cause upheaval. It is difficult for top talent to be successful if the goals and the measurement of success are constantly changing.
4. Set expectations
Be clear and direct what you expect people to do. Ensure that your managers meet regularly with their teams to update them on what has happened in the last month.
5. Seek out different opinions
Visit customers, invite people for lunch with whom you have never had lunch, go to dinner and connect with your people
6. Energize the job
Job enrichment means change in what your employees do (content) or how they do it (process). Enrichment structures ways for employees to find the growth, challenge, and renewal they seek without leaving their current job. The key to enrichment is this: what enriches one employee is different from what enriches the next. Sometimes asking a few simple questions is enough to find possibilities of enrichment:
- In what ways would you like your job changed?
- What talents do you have that you don't use but would like to use more in the future?
7. Create career opportunities
- Have a clear career path in place with due dates for next moves, criterias to distinguish between high and poor performers, and be actively involved in peoples careers.
- If your best people know that you think there’s a path for them going forward, they’ll be more likely to hang around.
Here is a model or framework to think about the various factors influencing talent engagement, development & retainment.
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