Looking to keep your top performers engaged during 2016 and beyond? Anne Moore has some tips.
Looking to keep your top performers engaged during 2016 and beyond? Anne Moore has some tips.
The Prime Minister might have just announced plans for more people to come to Australia under entrepreneur visas, as part of his ‘Innovation Statement’ but that isn’t going to help the majority of HR professionals looking to hire and engage their best talent this year.
The reality is that if you thought 2015 was tough keeping the energy and attention of your best talent, it’s going to get tougher in 2016. Many companies talk about the benefits they offer their employees, the perks, the flexibility and the competitive remuneration packages, but providing individuals with a clear career path and enabling them fulfill their career goals, aligned to your own, needs to be high, if not top on the list.
For too long the systems and processes that HR professionals use reflect the organisation’s goals, not the individual’s. They present HR professionals with a huge administrative burden and don’t reflect the changing nature of the work environment. How many businesses do you know make decisions on an annual basis anymore? Indeed, HR professionals may be hiring for a role today, but that role could be completely different in a few months’ time.
Together with the changing work environment, the casualisation of labour, the increase in contractors rather than employees and the millennial mindset of wanting to work in a number of different organisations rather than sticking with one over the long-term, HR professionals need new tools to motivate talent in 2016.
If you want to engage your top performers, you need to consider the following:
Finally, helping your team members with their career progression is not all down to you. Competition is fierce in many industries in Australia to attract the best talent and then once you have those individuals, it’s a common misconception that it’s down to HR professionals to nurture individuals and outline a path for progression. Wrong. Today, this is a shared responsibility. It’s about co-careering which means aligned values, purpose and goals. Building strengths, skills and ensuring there’s a great ‘fit’ is what matters more and more. At the end of the day, the individual is responsible for their own career, ensuring their experience and skills are documented and taken with them to their next employer.
About the author
Anne Moore is the CEO and founder of PlanDo
The Prime Minister might have just announced plans for more people to come to Australia under entrepreneur visas, as part of his ‘Innovation Statement’ but that isn’t going to help the majority of HR professionals looking to hire and engage their best talent this year.
The reality is that if you thought 2015 was tough keeping the energy and attention of your best talent, it’s going to get tougher in 2016. Many companies talk about the benefits they offer their employees, the perks, the flexibility and the competitive remuneration packages, but providing individuals with a clear career path and enabling them fulfill their career goals, aligned to your own, needs to be high, if not top on the list.
For too long the systems and processes that HR professionals use reflect the organisation’s goals, not the individual’s. They present HR professionals with a huge administrative burden and don’t reflect the changing nature of the work environment. How many businesses do you know make decisions on an annual basis anymore? Indeed, HR professionals may be hiring for a role today, but that role could be completely different in a few months’ time.
Together with the changing work environment, the casualisation of labour, the increase in contractors rather than employees and the millennial mindset of wanting to work in a number of different organisations rather than sticking with one over the long-term, HR professionals need new tools to motivate talent in 2016.
If you want to engage your top performers, you need to consider the following:
- How often do you or your leaders ‘check-in’ with your team members?
- Are the individuals that work for your organisation self-directed?
- Does your performance review process need an overhaul?
- Are you having quality career conversations?
Ask yourself if the tools you’re using today encourage quality conversations between ‘leaders’ and ‘individuals’ in your organisation. Standard performance systems encourage managers to only talk to their people about growth once or twice a year. Most organisations in Australia have invested in expensive outdated ‘talent management’ systems that reflect what the organisation wants from its employees, to ‘manage’ them. Today, this approach simply doesn’t work. ‘Talent’ can’t be managed. With a younger generation of workers coming through, they want to take control of their own career and not have an organisation dictate to them the path they need to take to progress. Managers are rapidly evolving into leader coaches and as such, they’ll also be wanting easy access to simple and effective tools that facilitate great conversations.
Finally, helping your team members with their career progression is not all down to you. Competition is fierce in many industries in Australia to attract the best talent and then once you have those individuals, it’s a common misconception that it’s down to HR professionals to nurture individuals and outline a path for progression. Wrong. Today, this is a shared responsibility. It’s about co-careering which means aligned values, purpose and goals. Building strengths, skills and ensuring there’s a great ‘fit’ is what matters more and more. At the end of the day, the individual is responsible for their own career, ensuring their experience and skills are documented and taken with them to their next employer.
About the author
Anne Moore is the CEO and founder of PlanDo