“It’s essential in today’s fast-moving world to see change not as a threat but as an opportunity to be courageous and open to new topics.”
Head of Human Resources, Multinational Company
Outcomes of a Tailored Talent Strategy Talent management requires a curated, contextual strategy, new metrics, and ongoing adaptation.
Deconstructing mindsets to plot needs and expectations of next-gen high-performing talent
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Contextualizing best practices, technologies, and skills for a future model of the workforce Performing a behavioral audit to map competitive branding scenarios, providing a 360-degree branding strategy to hype and build excitement about work Using predictive models with a dashboard and alerts for engaged and disengaged employees Highlighting features of rebranding activities through various social media channels to reach out to the next-gen workforce Building a future roadmap for branding opportunities and related interventions across employee touchpoints: recruitment, immediate engagement, long-term retention, upskilling, and redefinition
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Retention is an outcome; engagement is a behavior over time.
Identify inflection points for employee
Identify inflection points for employee
First 18 months
Long-term retention
Recruiting
Have we identified traits of top performers that have stayed at the organization long-term?
How might we create opportunities / touchpoints that have high visibility with organizational leadership? Are we providing incoming talent with in-person work-focused and non-project touchpoints?
Are we providing opportunities to mentor/connect tenured employees at the organization? With analytics everywhere in the organization, are we encouraging and enabling movement across teams?
Is the recruitment process designed to reveal these traits?
How are we setting expectations for incoming talent? Is their perception of the role aligned with the organization?
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