Talent Emergency

I’ve recently found myself in somewhat of a talent emergency. Why? I’ve been reading a lot about the shortage of talent, the coming migration of talent away from my organization, the need to define the talent my company needs, and how we need to retain our current and future talent.

I wish I had a trademark on the word talent.

Talent = People, Right?

One of my HR passions is to help our leaders create a good place to work. (By the way, I can’t tolerate the “employer of choice” phrase. That seems to be a lot of hype and PR to me. I’ve never heard an employee use the phrase to describe their workplace. Since they don’t use it, I don't use it either.) So if the focus is on people and the skills necessary to get the work done, it seems to me we should make sure we treat our people well.

Sounds simple, doesn’t it?

Respected Talent = Good Place to Work

-         Listening

-         Not believing we have all the answers simply because we have a formal title

-         Taking action

-         Not worrying about failing

-         Giving credit to those who do a good job (and make you look good BTW)

-         Involving the employees in the work

Just a couple of quick thoughts. I'm sure you could add fifty more examples.

How About You

How do you get through your talent emergencies? Do you spend a lot of money advertising in the Sunday paper so everyone knows you’re working hard? Or, do you stop worrying about HR jargon and get your employees involved in generating solutions? After all, they do the work every day.

I’d love to hear from you.

No Excuses.



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