Implementing a solid Talent Optimization Process requires an in-depth understanding of the business strategy. We often forget that without the business strategy, we will be going all kind of places, without getting anywhere. Might be adventurous, but you won't get the hype of reaching a goal.
The Talent Optimization Framework starts with a Diagnose
Diagnose is a method or pinpointing the root cause of gaps—your underlying people problems—and making strategic changes or changes to day-to-day execution. The insights you uncover in diagnose typically point back to the other three aptitudes of talent optimization: design, hire and inspire. Businesses that collect and analyze their people data and then make necessary adjustments proactively will enjoy a more productive and engaged workforce; instead of letting problems build up and fester, addressing them quickly shows employees they care.
The root cause of gaps—your underlying people problems—can be determined by measuring critical people data. After analyzing data, strategic changes or changes to day-to-day execution can be determined. But what do you need to measure? Here a few examples:
Other data points you can look at benefit utilization, absenteeism, vacation utilization, employee sentiment, employee engagement, organizational culture, and vs adapted company values.
As always, you must analyze your data within your business context. For example, you may conduct a leadership gap analysis that evaluates your leadership team’s execution style and abilities relative to your business strategy. Or you may need to work backward from a poor business result such as a slip in production quality. Remember that in business, nearly every problem is a people problem. Analyzing people data objectively uncovers issues that aren’t obvious, which allows you to quickly and effectively take action.
When it comes to improvement actions, it is important to not create improvement actions for every single improvement area you have found. The organization will become overwhelmed, and in the end, nothing is happening. Choose two no more than thee items, and write down clearly what steps are going to be taken to improve those areas.
When you are working on optimizing any part of the organization, make sure that you involve your workforce in the transformation. Often I see that companies who do not engage in the diagnostic phase are missing out on a critical moment to engage the employees and to encourage feedback and input.
Create engaging conversations where you make clear that they are part of the journey. Harvard Business Review published an article about the importance of empathy during change.
Would like to discuss how we can support your organization in optimizing the performance of your team? Let's connect. Let's talk: Schedule a call with Mirjam! click here
Weekly email with learning bites around Talent Optimization.