The Essential Guide to the Talent Journey Part 3: Perform & Grow
Once you’ve managed to attract and find your ideal employee and properly brought them into the fold, now is the time to focus on developing their performance and growth. The talent journey benefits from this step in droves. After all, according to Harvard Business Review, companies that invest in employee experience are four times more profitable than those that do not. And while you may have chosen the best person for the job, their workplace heavily influences their performance.
A Gallup survey showed that companies that are in the top quartile of high engagement levels are 21% more productive and have 22% higher profitability than those that are in the bottom quartile. There are several things that you and your organization can do to increase employee engagement, performance, and growth for employees new and old.
First, your team should get clear signals as to how they are performing. Feedback, both positive and constructive, help to keep everyone on the same page.
Keep it real time and frequent. Feedback should come from multiple sources. This way everyone knows which habits to continue and which ones to change. Frequent feedback will also make the process feel natural and welcome, rather than a duanting chore. Efficiency and quality benefit from these critiques.
Feedback should include humans such as managers, peers, and customers, but also objective metrics and data. We highly recommend utilizing Talvibe, a user-friendly, thorough tool for measuring performance. A combination of subjective and objective sources give a complete picture of an employee’s performance.
Key actors in this step are your organization’s leaders. Teach managers and leaders how to create high-performance employees through development and coaching. This includes teaching these leaders to show appreciation and when to reward employees
You can show your appreciation for your employees in several ways, and you want to utilize them. According to Forbes, more than 25% of employees find the biggest drag on their performance to be a lack of recognition of work. For this group, “rewards and recognition for achievements in the workplace act as a morale booster, which in turn increases their productivity.”
For tenure, performance, and behaviors that lead to desired performance, come up with a variety of rewards other than money. This may include flexibility, recognition, perks, or treats, but consider creating social experiences that enable employees to personalize their own rewards.
In addition, be aware of your pay practices. Keep them equitable and transparent.
When all else fails, saying thank you goes a long way.
Adapt to the modern workplace. You want your employees to be prepared to compete for the modern audience, and your learning needs to reflect this. In the digital age, this means an efficient, relevant, and a tech-enabled approach.
We strongly suggest taking advantage of micro-learning. This strategy includes delivering small amounts of information regarding relevant topics. For example, an ebook with infographics can display complicated data and give quizzes at the ends of chapters to review the material. These methods engage even the shortest attention spans. Because of this efficiency, employees can periodically review the material to stay sharp about the information, as they would do for their onboarding experience.
Digital video content also enhances learning. Videos can explain complicated concepts, and therefore cover a wide range of information in a shorter amount of time. Through these same mediums, you can personalize learning content to fit desired competencies and performance expectations.
Despite the benefits of micro-learning, employees gain only 10% of learning from formal training, while 20% comes from exposure, and 70% comes from experience. However, that first 10% provides a crucial foundation for an employee’s talent journey and future performance.
Social Apps to keep the Conversation Going
Technology also aids internal communication. Apps such as Slack allow employees to engage with one another, ask questions, and work out problems. Not only can complicated issues be resolved quickly, but messaging apps also allow leaders and peers to give positive feedback for greater employee engagement. The resulting sense of belonging results in greater retention.
When your people are spread out across the city, state, country, or even the world, the modern organization can continue to have face-to-face conversations with video apps like Zoom and High Five. These allow for more intimate interactions than messaging apps do, so you can exchange ideas, thoughts, and concerns more comfortably. Technology such as these tools should be used throughout the talent journey.
Maximize your team’s efforts and production with constructive feedback and clear signs of appreciation. To maximize each individual’s growth, present new information in engaging ways. Make sure everyone can discuss what they’ve learned, what they struggle with, and their hopes for your organization’s future.
Happy employees who feel a sense of belonging stay and thrive. If you’re uncertain about any steps, let us help you get started.