Businessman assembling jigsaw puzzle human team employee


Talent
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.

Skills Realignment

Realigning the skills of your talent is critical to boosting your bottomline!

A major disruption in any business environment will cause necessary change in the way we do business. Changes in business processes inevitably lead to changes in roles and skills required of your people.

Your Talent is a critical success factors of your business. Skills realignment is vital for an organization’s success. Ensure your team has the understanding, skills and ability to adapt to this new normal.

Organizations will benefit by redeploying, re-skilling and up-skilling their existing talent. This will increase talent engagement, loyalty and commitment whilst creating a real strategic advantage and not having to incur onboarding expenses.

Even without a major disruption, considering the rapid pace of change, organizations should be diligent about reviewing their employees’ skills and continuing to up-skill the organization. This pandemic has forced the need for organizations to review this now.

With limited numbers of employees working in the office and with the majority of employees still working from home – it has never been more critical to understand the talent that is needed and understand who can do what from a competency standpoint.

When were your Job Descriptions updated last?

Job Descriptions are critical, they may be used as a guide but they do outline responsibilities, scope of work as well as making it clear for employees to know what they are responsible for. Updating these annually or as part of change management is a necessary exercise particularly when there has been a shift in the macro environment. This tends to have a significant impact on organizational changes and goals resulting in the need to redefine positions and descriptions.

Also, reviewing the positions provide a great opportunity to re-look at re-designing processes, ensuring your employees understand their role, and to ensure that employees’ competencies are in line with what the role requires.


Competency
Mapping

Along with job descriptions, each position across the organization should have competencies outlined for that specific role. Competencies are one’s ability to do something successfully or efficiently. Common competencies for a role are one’s knowledge, skills, ability, and personal characteristics that allow them to perform a particular job well.

Understanding what competencies would make an individual successful in a role, then matching those to an employee’s capability to do that role, is a critical exercise when reviewing talent.

With the shift in organizational goals and macro environment, understandably some roles will have to change. Having clear competencies required of these altered roles, and mapping them to the skill-sets of each of your employees will help you re-align your organization and put the best people on each of these roles.

The real work comes in when there are gaps in your current employees’ skill sets, this is where you would want to look at training and development plans for your team, and reskill/upskill them accordingly.

Clearly defined Roles & Responsibilities

Employees can only be held accountable when they clearly understand their roles and responsibilities. Don’t underestimate how difficult it is to be successful without having clear understanding and clear direction. Lack of clarity impacts individual performance, sometimes employee engagement, and can cause frustration for the employee and the manager.

A common way to monitor understanding and performance in a role is by setting measurement via performance goals. Especially given the changes in roles, employees should have an opportunity to participate in goal setting and in the evaluation of how they did against those targets. The recognition of success is typically rewarded by incentives (bonuses, salary increases or other tokens of appreciation).

Measuring performance allows the employer to view an employee’s progression for further career development and opportunities. Measuring and recognizing employees’ performance can be motivating and engaging to lead to a long term vibrant career.


Some Ideas to Consider

  • Cross-training amongst peers

  • 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?

Re-alignment of skills is a difficult and time-consuming task. However, it is now an inevitable and necessary process which organizations have to take part in due to this significant disruption. Retaining, re-deploying, reskilling and upskilling your current employees is the best way to minimize costs thus directly boosting your bottomline. It will also turn into a sustainable strategic advantage for your organization.

If you feel like you need help with this, our team of experts at Talencity have a wealth of experience in this area to help you achieve this important process.