Finding the right talent for an organization is a process that does not end with hiring the best candidate. Getting the chosen one to commit to the project, what we call loyalty or retaining talent, is the biggest challenge. If this is poorly managed, it causes: directly, higher turnover, and indirectly, poor performance and a lousy image for your employer branding (and your branding in general). A real nightmare for any team!
So that you don't get lost and fall into the most terrifying and costly talent management mistakes, we have identified the worst ones, so you don't kill your organization's potential with a fright:
1. Infinite recruitment process
Is your hiring process longer than The Shining? Well, I tell you what, unless Kubrick is responsible, that's not gucci . Unnecessarily prolonging the process will only cause candidates to seek opportunities elsewhere and badmouth your brand.
In addition, in the selection and hiring processes, keep the candidates informed to generate engagement until the end.
*Baby Boomer Dictionary:
Gucci: update on “cool”, “it's cool”, “everything is good”.
2. Believing that your collaborators will never leave
Ha! We are living in a period of time - a very, very long period of time - that helps some managers think that their employees are lucky to work at their company. All they are doing is fooling themselves. If there's no recognition, or a bad atmosphere, or if they rarely enjoy a benefit, if their assignments haven't been reviewed for months or years, or if they feel unappreciated, even the most committed employee will find a better place. It's a matter of time, but they will find it, and you'll have the same face as when the camera falls on The Blair Witch Project and you don't see the witch anywhere (it's not a spoiler, the moview is twenty years old already)
3. Lack of communication
Communication is always important. And if it always has been, now that remote working has skyrocketed, it is more so than ever. Take care of the channels you use to speak and take care of the way you write. For example, DO NOT USE ALL CAPS. If face to face you wouldn't think of yelling at anyone -don't even think of it-, don't do it online either. It's uglier than watching The Texas Chainsaw Massacre on the first date. VERY UGLY.
Look for agile, immediate and comfortable means so that the whole team can be in contact with any member. It stimulates moments throughout the year that encourage Supervisors and Collaborators to share aspirations, development ideas, new challenges...
4. Confusing responsibility with guilt
Responsibility for specific tasks or goals assigned to each team member should not be misinterpreted as an opportunity to lay blame on them when things go awry, particularly if the issues are beyond their control or they haven't received adequate training to meet the expected standards. If your management adopts such an approach, be prepared for persistently high turnover rates. On the contrary, it's likely that motivation levels will diminish, much like the proliferation of spiders in the movie "Spiders 3D.
5. Bad feedback
Be careful. It is not the same to give negative feedback about aspects that we could improve instead of giving bad feedback. At this point we refer to the second one, and how can it happen? With an outdated process, no quantifiable data, giving it only once a year... Employees need to know how they are doing, feel like they are learning every day, as well as know how to improve and receive recognition. Not giving recognition is like giving garlic to vampires. Good talent management always has a powerful, agile and friendly performance evaluation tool. Only then will we be able to give feedback with consolidated reports, with transparent results and with a more honest structured communication. And if, in addition, it is accompanied by an individual Action Plan, the fear is over!
6. Lack of work flexibility
The lack of flexible options is worse than giving the Annabelle doll as a gift at a baby shower. It's like taking talent by the hand and walking out the EXIT door. These are the crown jewels of flexibility:
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Teleworking. It can no longer be a luxury, it must be a real option in each organization, ensuring that employees have all the necessary resources to do so and, in addition to safeguarding their health, can enjoy a better balance between work and personal life.
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The schedules. Forget rigid schedules: those that end when there is no more natural light or that do not even allow the employee to adapt them in case of any personal need.
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Overtime management. Allow the collaborator to decide whether to change them for vacations, whether to arrive later another day or if they prefer to save them for a rainy day.
Good talent management will help employees balance their work life with their personal needs. The benefits that talent can shine in an organization produce are infinitely more numerous than the costs.
In addition to identifying and attracting talent, we have to develop, engage and keep it. They will never talk about you on Forbes if you do not manage your talent well or if you are not C Tangana.
Making mistakes and losing your top talent can happen as easily as encountering someone at a Halloween Zoom party who's dressed exactly like you if you're going as a vampire or a witch. Therefore, unless you're a talent management leader who prioritizes effective strategies, the departure or dissatisfaction of your valuable talent will become unavoidable. Instead, consider dressing up as a Minion; it's not intimidating, and everyone will find it endearing.
Do you want more Halloween stuff?
Here, here, here and here you will find more fabric cut-outs (and ideas for any other costumes).
And, as a gift, a Playlist to share with your coworkers and have a great time: