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TALENT MANAGEMENT

Are you continually attracting, hiring, developing, retaining and promoting the very best people to meet your organization’s goals?  We partner with you to create and implement a talent management strategy focused on the levers necessary to deliver the talent quality and depth your business requires.

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Having effective Talent Management practices can reduce costs by avoiding additional hiring and onboarding, lost time and productivity, and lack of continuity with customers.

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We have extensive experience consulting in the following areas.  The questions below can help you identify potential opportunities to better leverage your talent:

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Talent Strategy

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  • Do you have a clear strategic people plan (that is an outgrowth of your business plan) that defines your greatest people priorities for reaching success?

  • Are the skills and qualities needed by your employees to deliver on your business plan clearly defined so that you can measure performance and recruit the right people.

  • What “employee brand” do you desire for your organization in order to attract strong talent and customers?  

  • Do you have structured processes for evaluating talent and conducting succession planning?

 

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Performance Management

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  • Are your people able to tie their individual annual goals to overall organizational goals?

  • Do your employees understand what their jobs are and how their performance is measured?

  • Do managers provide timely positive feedback and recognition for work well done?  

  • Conversely, do managers give ongoing feedback and suggestions on how to improve performance?

  • Are managers comfortable having difficult conversations?

  • Is development or training available to build basic skills and grow high performers?

 

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Retention

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  • Are you hiring the right people from the start?

  • Do employees feel part of something special?

  • Are your people valued, recognized and heard? 

  • Is there open communication, celebration of successes and opportunities for growth?

  • Do leaders take an interest in employees’ development and career aspirations?

  • Are work/life balance and personal needs considered?

 

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Hiring

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  • Do your screening and interviewing processes identify the right characteristics for good hires?

  • How effective are managers at assessing candidates?

  • Are you hiring to fill a slot, or identifying someone with potential for broader growth?

  • Are your new hires a good fit for the organization?

  • What distinguishes you as an attractive employer in the market?

  • Are your salary and commission structure, and benefits competitive?

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