7 deadly sins in talent management

What are the most common mistakes companies make with their talent?

The greatest asset a company has is its human team, especially the one that proves to have added value, a special talent that makes it important for achieving the company's objectives.

When talent is lost, the company is also losing its ability to achieve its objectives. Hence, it is increasingly important to implement the necessary measures to ensure that the most talented workers want to stay with the company for a long time.

The following keys, rather than errors, are alerts about the details or beliefs that may limit us as an organization, and how a change of perspective can help us to develop and fall in love with talent.

1. Employee commitment is not required, it must be earned:

This should be like a universal law. If there is one thing that companies ask actively and passively, it is for employees to commit, but oddly enough, most companies ask for something they are not willing to offer, expecting employees to show that commitment unilaterally and at any price.

The time has come for us to see reciprocity between company and worker.

2. The importance of diversity

It is peculiar that in many companies the majority of employees are very similar to each other. This is known as “the clone effect” where people are sought to be as similar as possible, limiting diversity. But if what we are looking for is innovation, the first thing we need is to incorporate very different profiles.

Many organizations are not aware that the fact that companies have very diverse profiles in terms of age, generation or abilities, is a guarantee of being more prepared for the challenges that arise.

3. Talent chooses where they want to work, make them fall in love with it:

If there is one thing that talent is clear about, it is that they are the ones who choose where to work.

There is still a widespread belief on the part of organizations that they are the ones who choose which people to join, and they are not aware that it is a process where both parties must feel that they are gaining something, and not just one of them. Talent falls in love, builds loyalty, develops... but it's not retained.

The time has come to seduce talent!

4. It's not what you know how to do, it's how you do it

Knowledge is important, but it's no use, if you don't know what to do with that knowledge, how to use it, adapt it, develop it...

What really makes the difference between one professional and another are those skills that they have. The knowledge acquired may be outdated, but not the ability to learn, perseverance and passion to learn.

5. The MOT (Moments of Truth)

Professionals, more than a job, are already looking for an experience. How an organization makes decisions, communicates and carries them out is crucial to the employee experience.

These are what are known as the moments of truth, the ones that matter, and that will make the employee want to stay in that organization, or look for another one.

6. Go beyond parental control

We are still thinking about incorporating measures to control our workers, measure and verify that they are doing their work, thus reducing the possibility of them taking responsibility for their own work.

The fact is that excessive control by superiors not only greatly demotivates the worker, but also decreases productivity.

7. Hybrid intelligence

Many are still thinking that the arrival of AI will take away their jobs. However, we are not aware that what is truly powerful in Hybrid Intelligence, the one that combines the best of artificial intelligence with human intelligence.

Machines need people and we need them.