Recovery Playbook

your talent challenges have changed

2020 has forced every business to rethink Talent. Talencity’s Talent Recovery Playbook is a resource guide to you in pivoting, shifting or re-inventing your talent strategy.

Each week for 12-weeks, a new resource will be launched.

Businessman assembling jigsaw puzzle human team employee

Engaging Your Talent

An engaged and committed workforce is the key to the success and indeed survival of any company

Today more than ever, especially during this challenging time, you need engaged talent to put forth their best effort and be fully committed to the success of your organization. Talent engagement should be a vital part of your recovery as well as long term strategy.

Today more than ever, especially during this challenging time, you need engaged talent to put forth their best effort and be fully committed to the success of your organization. Talent engagement should be a vital part of your recovery as well as long term strategy.

Per a recent Gallup poll, with only 31% of employees being truly engaged[1], this is an area that companies can easily focus on improving while drastically improving productivity and business results.

How do you know if your employees are engaged? Engaged employees are committed. They take pride in what they do. They deeply care about their customers and colleagues. An engaged workforce is highly motivated and consistently strives for maximum results.

[1]Gallup Polls: State of Global Workplace 2019


Engaged – 31%
Disengaged – 52%
Actively Disengaged – 17%


Engaged – 31%
Disengaged – 52%
Actively Disengaged – 17%

 Why is it so hard to create Engagement, or is it? 

The importance of Talent Engagement is apparent. Many organizations struggle with how to achieve this. Take into consideration these factors to create true engagement.

First and foremost, everyone inside your organization needs to get involved. The rapid pace of organizational transformation would have made boosting engagement a hard task to achieve. Be empathetic. Change is difficult for most people and can be intensely personal for many of your employees.

With many factors working against building engagement, we aim to consolidate them into 3 key actionable areas you can focus on to see a significant increase in Talent Engagement.

Creating a Sense of Purpose

People will do their best work with a sense of purpose. Be sure to communicate how their parts fit into the overall values and missions of your organization. Everyone should have a clear picture of what the goals are and what the organization is trying to achieve.

If your organizational goals have changed, you need to communicate them promptly. Strong communication systems that are accessible to all are critical. Virtual town hall meetings could be a great forum in this new normal to ensure everyone is caught up to speed, and answer any questions your team might have.

Ensure your onboarding materials are updated, and put in place effective processes for both in-person and virtual on-boarding to acclimatize everyone into the same culture.

Put people into the right roles, playing to their strengths. A re-examination of the key roles and the required skills might be necessary with the change in business environment and objectives. Align your talent acquisition and retention strategies accordingly. Ensure each employee has a clear career path so they know they have room to grow with the organization.

Set them up for Success

A culture of trust and accountability is the foundation of employee engagement. Each employee should feel that they are set up for success. Providing the necessary training and development tools and removing barriers is a start.

Changes in roles as a result of the change in business environment must be properly addressed. Have one-on-one conversations with each of your team members, create feedback forums such as on-line surveys to solicit feedback. Make sure they understand any changes in the company’s goals and that their individual goals are aligned and updated. Show your employees how you value their contributions by enabling them to have a voice.

Ensure individual goals are realistic and achievable. Brainstorm jointly with your employees and look for alternative metrics which are just as important for their roles. (E.g. adjusting the revenue quota for a salesperson with an additional goal around Customer Retention which is important for long term success of your business.)

Ongoing check-ins are also critical. Assigning goals to an employee and not following-up will only lead to disengagement and disappointment. Build confidence by providing the necessary tools and resources. Develop a plan and a platform to make available one-on-one coaching and mentoring, as well as virtual training and learning opportunities.

Make Engagement a Priority

As leaders, we must talk about engagement as a priority regularly. Actions always speak louder than words. So focus on recognizing and rewarding great work. Encourage everyone to cheer each other on, no matter how big, or small, the achievement.

Recognition doesn’t always need to be monetary, consider dropping a thank-you card in the mail, or writing a post or recommendation on Linked-In about someone’s achievements. Find ways to put an unexpected smile on someone’s face. Remember, recognition is not always a one-size fits all approach.

Here are some ideas:

  • Have regular (at least weekly) team meetings to check in with everyone and connect as a team.

  • Focus on calling out positive things during these meetings.

  • Find other ways of celebrating achievements by asking your employees what they would like (e.g. Amazon gift cards are quite popular)

  • Track team wins and celebrate them. Create a virtual recognition board.

  • Surprise them with treats – how about ordering a pizza for them and their families?