10 Keys To Detect And Retain Talent In Your Company
One of the keys to the success of a company is the detection and retention of the talent of its workers The company’s human capital is the engine that will lead to the achievement of its objectives and goals.
Therefore, it is key to know how to detect and retain those employees who can continue to grow within the company and who are capable of contributing constant improvement to the organization.
Although many companies are not aware of the importance of having a good organizational development (OD) plan and many do not yet understand the concept of a comprehensive human resources system, luckily, others define their training plans for the development of knowledge and skills of its employees, which serves to ensure the fulfillment of objectives and the constant growth of the company.
These companies place emphasis on the growth and improvement of an organization, and pay special importance to one of the fundamental pillars of any company or business: human capital.
Knowing the talent of workers, a great strategy
A company with this vision selects, trains and keeps its workers motivated, aware of the benefits they bring them. Staff turnover and the need to bring in new external workers is a high cost for the company, so a good strategy is to know what you have in-house, to be able to extract the maximum benefit from the workers you already have.
To do this, it is important to detect internal talent, because a worker who already knows the company perfectly may have a series of skills that can be useful in another position or position. Hidden talent in organizations is a diamond in the rough that every company or institution should know how to detect and take advantage of.
How to detect and retain talent in a company
To detect and take advantage of talent it is necessary understand the concept of competition , which has to do with the knowledge, attitude, know-how and know-how of a worker. If you have any doubts about this, the article “How to face a competency-based interview: 4 keys to getting the job” is perfectly explained.
But… How is it possible to detect talent? How is it possible to retain it?:
1. Define the need of the company
When the company has a comprehensive human resources plan, it is easy to know the needs of the company, especially if there is a catalog of skills for each position in the organization. If this is not the case, then it is necessary research the different workplaces and the mission, vision or values the company. This is essential to know what we want a worker to contribute.
2. And… the associated talents
Now it’s time to define the talents for each position. For example, if we need a supervisor for the nursing department, first of all we must know what knowledge, skills or abilities this occupation requires. So, if we know that one of the competencies we need for this position is “leadership”, we must look for employees who, in addition to being good nurses, have good leadership skills
Once the necessary talent for the different positions in the company has been defined and we know what we want from employees to meet the needs of the workplace and the company, it is time to measure the skills and potential of the workers. Through tests, interviews or situational tests It is possible to know what a worker can contribute to the company.
4. Classify talent
When the workers have passed the different tests and one already has an image of the results, it is necessary classify workers based on talent For this, there are different tools. For example, Nine Box Grid, which ranks workers based on scores within nine talent boxes.
5. Reward talent
Once you have the talent classified and you know that you are interested in retaining it, you must reward it so that it does not leave. Although you can use an individualized financial incentive, there are other strategies that are just as effective Likewise, if you consider that the time is appropriate, you can consider internal promotion and promote them in recognition of their talents.
6. Develop development and growth programs
Workers enjoy greater occupational health and a feeling of belonging to the company if they consider that they can grow within the company. Having well-defined talent development programs is motivating and can be helpful in retaining talent.
Therefore, to prevent the worker from feeling stuck, You must make clear the development possibilities that the company has and guarantee that you will have the effective possibility of achieving new responsibilities.
Studies show that when workers feel that they are in a company with a recognized and valued brand, feel greater satisfaction with work and commitment with the highest company. Working on the brand can help you retain talent.
8. Make them part of the achievements
Create an environment that makes your employees feel like an important part of your company. Employees should feel valued and recognized, and some ways to achieve this are Get your input on rules or changes that may be needed
Involving them in the company’s achievements, encouraging goal setting, and letting them make their own choices can also have a positive effect on them. Making employees feel valued is a good strategy for retaining very useful talent.
9. Make expectations and goals clear
It is important that the expectations, the company’s goals, and the role that employees perform are clear. The descriptions of the work they must perform are appropriate so that employees know what is required of them.
Communication within the company must be excellent, direct and clear. Otherwise, phenomena such as conflict or role ambiguity can have a negative effect on employee stress and increase their discomfort, which can lead to worker abandonment.
10. Create an ideal work environment
The workplace must be a stimulating place , where workers feel comfortable. To do this, it is necessary to create an open and honest work environment.
Giving feedback on the work done and being willing to listen to your employees’ concerns is necessary to retain talent. When employees are happy, they perform better and the company also benefits.
