When managers have incredibly performing employees, they want them to remain in their teams, looking over the same responsibilities forever. But, for either of the parties, is this the ideal decision?
Keeping the best employees of a company in their current roles is known as talent hoarding. That is not a good practice at all. Talent hoarding can have negative effects on the business and it also can hold back employee careers.
So, how to stop this talent hoarding at your organization?
This can be done with creating a more mobile workforce. So, the next immediate question will be, how can you actually a mobile workforce at your organization?
Let’s see how it’s done.
1. Rewarding Managers for Development
Building talent sounds like an easy win-win as employees enhance their skills and progress forward in their careers while the employers get benefited by having more happier and talented workers.
But, in this situation, where is the buy-in for managers?
On a theoretical basis, managers may understand the significance of developing talent. But, it is easier for them to retain the best employees on their teams in practice.
And, why would they promote their team members to other teams if nobody is supporting those managers to help employees grow?
Today, the companies are not having formal reward mechanisms for managers to build and promote talent. If leaders are not developing talent, who will?
The development must be an important part of the company culture and managers must look at it as a significant portion of their job.
Build development into the evaluation of leadership and reward those who develop and support their teams.
2. Encourage Employees to be More Important
The managers must not only be responsible for creating a more mobile working culture. The employees must require opportunities to put their skills into work and show to leaders what they are made of. They need to make decisions comfortably.
Giving employees the chance to obtain new skills is highly important for both job satisfaction and their development.
If employees have very less opportunities to utilize their strengths and evolve – which would leave their employer and managers behind in the process – they will leave in anyway as they are unhappy.
So, take protective actions like lessening any red tape that is existing and support employees to take decisions and taking action without requiring the approval from various people. The employees will acquire leadership skills and be happy, more productive workers.
3. Set Goals with Employees
Without development, the employees will feel that they are investing their time for the employer leaving aside their own goals.
The leaders cannot help employees evolve and develop if they doesn’t know what they are working toward. Managers and employees must work together to set goals as well as personal career goals.
Before speaking with the managers, the employees must have a clear understanding of their personal goals and must understand their options.
Tools such as CareerLine will enable employees to set goals to move in the right path, map out their experience and determine their career path.
The leaders can help employees stiffen their goals and attain them. Assign responsibilities by giving projects that will help them develop the required experience. Locate training and resources that will help employees achieve personal as well as organizational goals.
Link the organizational goals to employee career goals so that working towards them is advantageous for both employers and workers.
4. Make Career Advancement Clear
The employees will be of the opinion that they are working everyday and getting closer to their goals. In reality, their employers’ idea of mobility can be different from theirs. The employees doesn’t know how they can improve their skills and develop themselves in the organization.
It is frustrating that they doesn’t know how their career path looks like. If they are not aware of what they are required to do, the employees cannot move up the ranks and managers cannot help them in succeeding if they are not aware of the development resources that are available and how they must be utilized.
Explain talent mobility, potential career paths and other means by which the promotions are determined – to managers and employees alike. In order for the talent to evolve, everyone must know what to expect from his/her career path and how to get there.