Surely, like us, you also have fond memories of the aromas emanating from your mother's, grandmother's, or that skilled friend's dishes. No matter how hard you try to recreate those meals, they never quite turn out the same. This is because the best recipes don't have precise measurements; they follow both numbers and the senses. However, we still need some basic ingredients to ensure the dough doesn't fall flat.
The same holds true for managing talent within organizations. We can't instruct you on how to manage it without knowing the specifics of your organization or the unique moment it's in, but we can provide you with some general guidelines that are applicable across various professional sectors and company types.
Have a purpose (flour)
Regardless of the nature of your team's work or the variety of talents it comprises, it's crucial for each employee to understand the impact of their work to imbue it with meaning. Countless studies demonstrate that individuals who grasp the purpose of their work exhibit increased concentration, heightened focus on results, and enhanced creativity. Therefore, we have every reason to consistently remind employees, as often as required, that their work not only contributes to the organization's well-being but also bolsters overall team productivity through their collective efforts.
Provide opportunities (yeast)
The most formidable adversary of talent is long-term routine. As previously discussed in our post on '
The Zone', the most effective approach to foster growth and progress is through challenges. When employees are motivated to enhance their skills, they eagerly embrace new challenges. However, if you stifle their advancement and postpone opportunities, they are likely to seek another organization that better recognizes their potential and possibilities.
One of the ways we secure our team's commitment is by offering continuous opportunities and feedback, empowering them to keep growing.
Individualized treatment (sugar)
We tend to want to treat people equally. Working as a team is very good, but we must also give each person particular attention. We are social beings and interactions at work should not be reduced to mere paperwork. Research confirms that positive relationships are one of the most important predictors of well-being psychological.
To achieve this well-being, we must take care of our organizational culture and the pillars on which we build it. The basis of a warm culture to increase production both as a team and individually, must be consideration, respect and active listening.
Showing interest and concern for each member of our organization will only bring us positive consequences. The feedback from supervisors is fundamental. Both positive and negative will bring us benefits.
With these ingredients we have the basis for our recipe to be appetizing, depending on our tastes and our goals, we will have to resort to other extra ingredients to give our favorite donuts more consistency and flavor or to our talented employees (without anyone eating someone!)
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In our opinion, one of the main contributions of the Performance Evaluation processes (in particular, of the Self-evaluations) is that they allow each professional to know what the organization expects of their work and, thus, allows them to focus on Develop those skills that will allow you to grow. Through the appropriate feedback to the employee, we allow them to know how their work is part of a whole, giving meaning to their effort and helping them to guide their professional development.