Talent management for managers

Simply put, talent management means putting in place processes to attract, recruit, develop, engage, keep and deploy individuals valuable to an organisation.

As a manager, it can be easy to see this as an HR responsibility, but actually, you as a manager are often the key factor in the success of any talent management or people management strategy, keeping your team motivated, engaged and performing in their roles.

Recent research by CMI, found that staff who rate their manager as ineffective are significantly more likely to be planning to leave their organisation in the next 12 months than those who say their line manager is effective (50% vs 21%)

So, what can you as a manager do?

Here’s some key questions to ask yourself around talent management:

Am I actively involved in talent development and succession planning within my team?

As a Leader and Manager, it is really important to make the time to identify and nurture talent within your team. We all work in a busy world, and often when I speak to the leaders and managers I coach, much of their day is spent firefighting and sorting out urgent issues, and tackling an never-ending to do list.  So, ask yourself, how much time are you spending on proactive people management and development? Believe me, prioritising a little more time in this area will reap huge benefits.

Do I have a clear understanding of the strengths and areas for development of each of my team members?

As a manager you need to understand the unique capabilities and development areas of each of your team members. Are you regularly assessing performance, providing feedback, and supporting their growth? Remember performance management is an ongoing positive process, not a once a year tick box exercise, or something to be afraid of.  We all like to know how we are doing at work, and to understand where we fit in.

Do I foster a culture of continuous learning and development within my team?

Managers play a crucial role in creating a supportive environment where learning and development are valued. Are you encouraging employees to pursue learning opportunities and providing resources for skill-building?  Learning and development isn’t only about attending training courses. Think a little bit more creatively; for example, consider stretch projects, look for opportunities for coaching and mentoring. Build relationships with your team where they aren’t afraid to try something new, or take a risk.

Am I effectively recognizing and rewarding high performers within my team?

Managers should recognise and reward employees who demonstrate exceptional performance and potential. Are you acknowledging achievements and providing meaningful rewards or recognition? You might not always be able to provide a financial reward, but recognition in itself can be a powerful motivator.  It can be too easy to forget those people in the team who are performing well, but ignore them for too long, and you will soon turn a high performer into an unmotivated and demoralised employee.

Am I actively soliciting feedback from my team to identify areas for improvement?

Managers should seek feedback from their team members to understand how they can better support their development, growth and performance.  Are you open to receiving constructive feedback and implementing changes based on it? Performance management is a two way street. Having a relationship of trust with your team members where they can give you feedback will ultimately build a stronger, more cohesive and higher performing team.

Am I regularly reviewing and adjusting my people management strategies based on team dynamics and organisational needs?

Managers need to regularly evaluate the effectiveness of their talent management strategies and make adjustments as needed. Are you staying agile and adapting your approach to meet evolving team dynamics and organisational goals?  Are you discussing career goals and providing guidance on how your team can progress in their careers? Are you thinking about who may be leaving and how their roles may be filled? Do I have contingency plans in place in case key positions become vacant unexpectedly?

I know how challenging and difficult it can be to prioritise all of this. But time spent supporting, developing, and managing your team is an investment. An investment that will lead to a more motivated, engaged and higher performing team, and an easier, less stressful job for you a as a people manager. I guarantee it!

If you’re reading this and not sure where to start, or know you could do with a little support, reach out for a chat and see how coaching might be able to help. You can book a no pressure chat here, always happy to have a chat.