Putting people at the heart of talent management
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Many Talent Managers and Directors we work with find themselves caught up in talent processes and systems – grids, talent ratings, talent assessments, talent review meetings…. the list is seemingly endless. The problem is that all of this activity causes us to be deflected from the reason we got into talent management to start with: developing talent!
Often companies invest heavily in software that can slice and dice talent, search by keyword, level, expertise; plot succession planning over 1, 2 or 5 years. Simply trying to get the processes to work with thousands of managers with a range of rating biases and opinions, can come at the expense of building a relationship with the talented people you’re trying to help.
If this problem is one you recognise, look for ways to get back your focus on the individual. Sometimes the simplest ways are the best. Here’s one golden tip for HR to build great relationships with 300 or so of their most talented individuals.
Trust your instinct that the most valuable work you do is when you sit down and talk with your best people, understanding their ambitions, and connecting them with opportunities.
But while you can do that for a score of people, managing the same level of relationship with 300 people is daunting. However, there is a parallel in businesses who need to do precisely this, with 300+ customers. Have you considered taking a ride on how they maintain relationships, using Customer Relationship Manager (CRM) software? This is a tactic I used very successfully to forge great, ongoing relationships with all of the top talent at a major company, and I recommend it as a very useful addition to the Talent toolkit.
CRM software (I used Act!) was originally designed for businesses to keep all the information about existing and potential clients at their fingertips, allowing them to build great relationships. If you see your most talented people as your clients, a CRM system can work brilliantly to do the same thing. It works by prioritising spending time with these people, and using the CRM software to make notes on conversations and meetings. You can attach emails and Development Reports. And more than one person can add data to an individual’s record, if other HR people have data to add. CRM software allows you to have a ‘perfect memory’ – you remember everything about the 300 clients you are dealing with. Whenever you deal with them, or discuss them with others, you are fully informed with facts at your fingertips. And you can even search by interests, or when they are looking for a move, or languages etc.
Using CRM software, with its focus on clients, relationships and conversations is a great way to position yourself at the heart of developing talent in your organisation. It’s also a very easy way to demonstrate to your employees that they’re valuable to you.
Take Away
Take a moment to reflect on how much time you spend making systems work, and how much time you spend building relationships with talented people. If you feel it’s too much of the former – how can you put relationships at the heart of your work?