Conclusion? Our steady state is not a relaxed state. Normal isn’t healthy.
How does this connect to how effectively companies leverage their greatest resource – people? A trend I see is to begin to re-hire the talent management roles that were cut during the recent downturn. A good thing – but reactive. Use the statistics above to think about your organization right now:
Here is what talent management looks like at 17 breaths a minute:
- An employee engagement initiative is under way.
- HR people hounding overworked leaders to get performance evaluations done.
- Top performers getting generous conteroffers after announcing their intent to leave.
- Poor performers stay in key roles > 4 months.
- The most critical project happening is the implementation of a learning management system.
Here is what talent management looks like at 6 breaths a minute:
- Performance Conversations happen with leader and follower input, no surprises, and follower leaves with a development plan they are ready and equipped to own. (here is al ink to what I mean by follower)
- CEO hears key people update(2x a year) from each leader and sees proof that they are being challenged, developed, supported, and cared for.
- Regular one on ones are happening down to at least the manager level, preferably the professional contributor level.
- No painful departures.
People initiatives happen because we forget about the healthy habits. Talent management is about developing a homeostatic state. It is about Building Rhythm.
How is your organization breathing?