Getting the right people in the right roles at the right time is essential to success. Organisations can obsess about managing the money but pay scant attention to managing the talent. Effective talent management ensures you are constantly attracting, selecting, retaining and developing the right staff – creating a diverse, high performing workforce. Manage your talent as you would your resources. Align this with a robust performance management culture, and have a clear vision and strategy. Together, this gives you the strong foundation you need.
We tap into your organisational zeitgeist – getting inside your culture and understanding your vision and strategies. We construct a programme to unearth and map the talent within. As you evolve, so do your needs and so should your talent. We move and shape your talent as you grow. In performance terms, we identify your strengths and your potential, hone these, retest, reshape and refresh them and always work with you to explore what next. We do identify your gaps, the areas of risk and when action is needed to bring about change – we don’t hide from tough messages. We work with you to drive up your performance, using our expertise in assessments, selection, performance management, coaching and strategic people management.
Now you have the right people in place, you want them to perform. People need developing, and organisations need to improve. So, we help you to invest in your staff. Failure to do this can result in a steady decline, can sap energy and eventually reduce morale. Staff can leave just as they start to really succeed. You may have to start again, and have probably wasted resources.
Our successful coaching, assessment, training and development programmes have been instrumental in boosting the confidence, skills and effectiveness of our clients. Using one to one support, group activities and specialist support, we can design a programme to support you. Development activity is an investment aimed at making your business or organisation better at what it does – you must see better results. That’s why we believe effective people development is underpinned by robust performance management.
Organisations are about results, but these don’t just happen. Effective performance management is critical, and must be linked to the priorities of any organisation through service, team and individual performance plans that set out what must be achieved. Any defined system should be as simple as possible, transparent, fair and offer development opportunities.
For many organisations, it is the systemic management of performance that builds success. Performance management means taking actions to achieve high performance and tackle unacceptable performance. Performance must be actively managed, with honest, direct, clear messages given on a regular basis and ample opportunity to discuss success and where appropriate the need to improve. Effective performance management is the backbone of success and gives the edge needed to move on from complacency or failure.
It is important to establish the link between good performance and reward. This helps to drive the culture of a high performing results focused organisation. Reward is not only about base and variable pay; it is also about rewards from the employment environment itself, for instance the content of the work, the available development opportunities, the career enhancement opportunities, the opportunity to work flexibly and the quality of management and leadership within the organisation. If you have performance related pay, make it exactly that – set targets that will reflect high performance not just turning up. This requires clear targets, proper metrics and an honest dialogue.
To be better equipped to understand the market place and so flourish, an organisation must embrace the market place’s ethnic representation and mirror its gender make-up within its staff. Failure to do this will give the appearance that the organisation has no interest in these matters, and so little real interest in their customers or clients.
There are a number of tools that are available to guide managers with regards to diversity:
- Diversity Audits and Impact Assessments can be used to provide detailed reports outlining key issues/risks, recommendations and business case for action
- Diversity and Skills workshops for different audiences’provide generaldiversity and cultural awareness
- Policy Development must provide‘diversity-proofing’ of existing policies for best practice and legislative compliance. Thought should be given to designing new policies & supporting procedures, and‘how to’ guides should be developed to translate policy into practice
- Recruitment Enhancement is used to remove the bias in the recruitment process, so enabling the organisation to take on the best people for the role. This can be done by developing attraction strategies and positive action campaigns.
- Diversity awareness communication can be done in a number of ways depending on the size and geographic spread of the organisation. Tools available include guides to cultures & religions, awareness raising articles and the production of DVD’s
- Corporate Social Responsibility strategies can be developed
- One-to-One Coaching/ Mentoring senior staff on diversity strategies for their organisations.