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A short presentation for business leaders who want practical ways to stop losing talented people. From Omnicor - Evidence Based Organisational Development Solutions
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Keep your best people
A talent retention approach that works
from Omnicor Organisation Development Solutions
Do you know which of your workers really are talented?What are the forces holding or repelling your best people in
each unit?What percent of your best talent is vulnerable to poaching
How is that percentage changing over time?Where are your key areas of talent instability?
Who are your best managers of talented people?How skilled are your managers at retaining their talented
people?Who is poaching your key talent?
What outside forces are seducing people away from your business?
What internal forces are pushing good people away from your business?
If you don’t have answers to these questions you might be in for trouble
when the post-recession upswing causes your best people to review their career
options…
www.omnicor.eu
Talented people join good brands and then they leave poor managers
If having talented people is important to your business
Shouldn’t you be giving your managers detailed, specific knowledge about what they’re doing well or badly about
managing talent?
Shouldn’t you train your managers to be more alert and skilled?
Shouldn’t you nurture the talent management skills of your leaders?
Of course your answer is yes to all of these issues but you are under pressure
to deliver all kinds of results and the fact is that the few talent retention tools
you have aren’t specific, aren’t trackable and aren’t working.
At Omnicor we have developed a unique set of services to…
Give you a precise view of who is talented or has the potential to be.
Create a map of talent stability/vulnerability in your firm & sub-units.
Identify the success strategies of your best talent-managers.Identify specific behaviours your weak talent-managers must
change.Deliver fact-driven, high-impact small-group training with
managers. Monitor and adapt your talent engagement results.
Highly engaged group
Moderately engaged group
Disengaged group
Is it good that you’ve only got a 10% annual staff turnover?
Well no!
not if it’s your talented people leaving!
Who do you need to retain?
What is talent in your business..
Disproportionate value contribution
Makes more out of available resources
Views the firm as a resource provider
Higher than most intellectual capacity
High social & organisational reading
Remarkable skillset
Personally driven to succeed
Loyal to the mission, project or leader more than the firm
High potential to derail
Demands strong and clear leadership
Tough on intellectual non-equals
May be perceived as arrogant, destructive, selfish
Why committed and lion-hearted people leave
Summary Talent Engagement Factors
Organisational Push Factors:
How your business & management actively undermines the engagement of good employees.
Factors include, inappropriate boundaries between employees and the organisation and the degree to which talented employees can find personal fulfillment in their careers.
Plus talented employees demand to work in Teams that reflect their personal values – get this wrong and they’ll be gone
Summary Talent Engagement Factors
Talent Magnetism The talent “stickiness” of your organisation.
Once talent is engaged, these factors underscore the value employees experience in their careers.
Examples include the degree of personal-organisation values alignment, and the degree to which talented people are excited by membership of productive teams. Also how prestigious is your brand? Can people be proud of their employer?
Summary Talent Engagement Factors
Talent Investment and Development:
To what extent your talented people feel you are investing in their growth. High potential employees develop, through formal and informal training opportunities and stretch activities.
This factor also measures the degree to which talent is celebrated and recognized in the organisation. Examples include formally recognizing achievement, and the extent to which talent is developed through emphasizing the impact it makes on an organisation’s success.
Summary Talent Engagement Factors
Independence Your talented employees want to function more autonomously than most, and they require independence and freedom from being managed.
This factor includes elements such as the freedom from micro-management and the ability to choose one’s own way of working within the organisation.
We have developed a set of tools that work together or individually to give your business a
leading advantage over your competition on the issue of the talent challenge.
Four tools for effective talent management
1. Talent AssessmentAssess your people to spot the
talent and the potential hidden across your business. Talent is not the same as performance – it is defined according to your business vision and values as well as individual performance
2. Online Talent Engagement Survey
Use our online Talent Engagement Survey every eight months to discover and track your disengagement risks, by companies, divisions and managers
3. Manager as Talent Firewall - - Training
Use the data to train your managers how to defend the organisation against unnecessary talent loss. Use the evidence to provide managers with the motivation, knowledge and the specific skills they need
4. Online Exit SurveyUse our Online Exit Survey to
track and learn from every person who leaves, to find out the truth about why you lost them and to provide a laser specific source of data for action and training
And the cost?
The total annual cost to use all four elements together across your whole business is less
that the cost of losing one senior, talented person!
Use this process company-wide to manage your talent retention risk and to save
millions!
for a no obligation conversation about how to manage your company’s talent retention risk
