Talent Management is by definition, focused on the people within the business who have the most potential and/or deliver business-critical roles.
To my mind, in a small business every member of your team should fit within that definition. Teams are made up of all sorts of personalities, skills, attitudes and capability, from the ‘plodder’ to the ‘high flyer’. If you have recruited your team effectively, they will either be your future growth potential or be providing you with skills that are business-critical.
And remember, not everyone wants to be a high flyer, but they all want to feel valued and appreciated for their input into the business.
If you are open and honest about your plans for the team, and where they fit into the growth of the business, few people will complain is they see the how the benefits impact everyone. As long as they remain confident of their place within the organisation and continue to feel valued and appreciated they will be content.
This is the mistake that larger organisations often make, they trumpet the ‘High Flyer’ and ‘Future Leader’ programmes and the ‘Graduate Schemes’ that see a lucky few scale the giddy heights every year. These programmes can leave other people frustrated at their perceived lack of opportunity and value. They grumble and complain, lose their motivation and often limit their effort, which they feel isn’t appreciated anyway.
As a small business, it is critical that you are open and honest about any development you put in place for individuals or small groups. Make sure that anyone not covered by these plans is either given the opportunity to be involved or offer them an alternative. They may not want it, but if the offer is made from a place of genuine appreciation it will be received in the way it was meant.
As a small business you have so much more freedom and flexibility to engage and retain all of your staff in a meaningful and genuine way.
To find out more about our bespoke training programmes, contact Helen Joy on 07434 962871 or email email@example.com