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How to Value Your Employees Through Talent Management
Performance and Talent management

How to Value Your Employees Through Talent Management

2021-04-02
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7 min read
TABLE OF CONTENT

In today’s competitive landscape, talent drain is a major concern. Employers must pay close attention to talent management if they want to retain their best people and avoid losing them to competitors. People are at the heart of a company’s economic success—just as much as performance. Poor talent management can lead to the loss of high-potential employees, which can seriously impact an organisation’s growth and morale.

So, how can you attract, retain, and most importantly, nurture your employees to improve their career mobility? Read on to find out.

What Is Talent Management?

Talent management is a core function of human resources. It refers to the strategic process of hiring, retaining, and developing individuals with the skills and potential needed to meet both current and future business goals.

It’s about fostering a people-first, performance-driven culture. In essence, talent management reflects a company’s commitment to identifying, supporting, and growing the best talent available on the market.

Benefits of Talent Management for Organisations

A strong talent management strategy can bring the following advantages:

  • Development of high-performing employees
  • Attraction and retention of top talent through assessments (e.g., DISC, MBTI) and relevant training
  • Increased organisational productivity
  • Retention of skilled and high-potential staff
  • Enhancement of employee competencies
  • Better time management—reducing costly errors from untrained or unskilled workers

An efficient and talented workforce accelerates goal achievement and focuses resources where they matter most. Without the right people, even advanced infrastructure and technology can’t drive success. Talent is the engine of company growth—and a major factor in shaping a strong employer brand.

Types of Talent Within an Organisation

Talent acquisition is the first, critical step towards effective talent management. It applies to both new hires and existing employees.

Here are the key types of talent you should identify and develop:

1. High-Performance Talent

These employees consistently deliver outstanding results. They combine strong intellectual ability with high productivity and reliability.

2. Innovative Talent

Creative and imaginative, innovative talent shines during periods of transformation. They’re the idea generators in the organisation.

3. Potential Talent

Often younger professionals with a relevant degree or background, these individuals may not have revealed their full potential but show early signs of excellence—curiosity, motivation, and efficiency.

4. Rare Talent

This group brings unique, highly specialised skills that are hard to find in the market. These talents are often tied to specific sectors or geographies.

5. Adaptive Talent

Known for their flexibility, these individuals quickly adjust their skills to match shifting priorities or projects.

6. Key Talent

These high-potential individuals play vital roles in the company’s strategic plans, particularly in areas like employer branding strategy.

The Role of Managers and Leaders in Talent Management

Managers are on the front line of identifying talent within their teams. But their role extends far beyond recognition.

They must:

  • Develop potential through personalised guidance
  • Conduct regular developmental conversations, including professional reviews and annual appraisals
  • Adopt a manager-coach posture to maintain motivation and commitment

Effective talent management requires more than communication—it demands leadership, empathy, and the ability to inspire.

How to Identify Talent Within the Organisation

1. Understand Your Company

Before identifying talent, understand your organisation’s:

  • History and culture
  • Core values
  • Internal practices and workflows
  • Short-, medium-, and long-term goals

This internal audit helps define the skills and characteristics needed and makes talent identification more effective—especially during hiring or onboarding.

2. Focus on Soft Skills

Look beyond academic qualifications or experience. Prioritise soft skills that signal potential:

  • Team spirit
  • Communication and relational skills
  • Productivity
  • Responsibility and accountability
  • Commitment
  • Leadership mindset
  • Adaptability
  • Creativity
  • Initiative

While HR tools can aid in identifying and developing talent, nothing replaces active listening and close observation.

How to Retain and Build Employee Loyalty

Below are proven talent development strategies that help build loyalty:

A Positive and Supportive Work Environment

Employee wellbeing is now a top concern, yet one in three employees feel their company doesn’t care about their psychological health. A positive and welcoming work atmosphere is essential.

To improve cohesion and morale:

  • Organise team-building events, after-work gatherings, and seminars
  • Hold regular team meetings
  • Use collaborative tools to enhance communication and teamwork, even remotely
  • Implement sensory management (e.g., reducing noise pollution, using scent diffusers, improving office layout)

Competitive Salaries and Benefits

Fair, competitive pay based on performance and contribution is critical. A good salary helps reduce turnover and saves on recruitment costs.

Career Development Opportunities

The concept of a “job for life” is vanishing. Many professionals expect to switch roles multiple times. Internal mobility—both functional (role changes) and hierarchical (promotions)—is key to retention.

Skills Training and Learning

42% of millennials say they’re willing to leave a job if they aren’t learning fast enough. Continuous learning opportunities are essential.

Modern organisations are embracing:

  • Digital learning platforms
  • Blended learning programmes
  • Mobile learning apps
  • Internal corporate universities

This innovative training approach helps keep talent engaged and competitive.

Responsible Management

A responsible leader plays a pivotal role in talent retention. A good manager:

  • Builds trust
  • Communicates transparently
  • Listens actively
  • Encourages initiative
  • Leads by example

A healthy relationship between manager and employee supports growth, motivation, and loyalty.

Conclusion: Build a Future-Proof Talent Management Policy

To truly develop and retain talent, organisations must offer personalised support, coaching, and experiential learning opportunities. This builds confidence, nurtures ambition, and fosters a sense of purpose—all of which are key to long-term engagement and success.

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