Our talent management philosophy is to:
- Establish demonstrated performance (results and behaviors) as the foundation of our talent management decisions.
- Grow our leaders primarily from within through internal development supplemented by selective external recruiting.
- Develop talent through a combination of challenging job experiences, feedback & coaching and formal training.
- Have a workforce and leadership team that reflects the diversity of our customers and the communities where we do business.
- Differentially invest in the talent and the development areas that are critical to our future growth.
- Hold managers personally accountable for talent development and hold individuals accountable for developing themselves.
- Retain our high performers.
Developing your employees
Developing your team is an important part of your job, whether you’re a new team leader or an experienced manager. And it doesn’t apply only to new hires. People need training and support throughout their careers, both as individuals and as teams, to develop their skills and continue to work effectively. Here’s what you should do:
- Help your employees understand where they excel and where they need to develop.
- Create a development plan using the Development Plan Worksheet.
- Suggest appropriate training offered through Career Link.
- Have quarterly performance discussions with each of your employees to stay on top of how things are going. Refer to the Discussion guide for managers if needed.
5 tips for an effective career development conversation
- Be prepared. Think about your employee’s strengths and areas for growth. Be knowledgeable about development activities and resources available within your team and broader Acme for your direct report to leverage.
- Ask vs. tell. Encourage your employee to take control of their future. Allow them the freedom to explore options.
- Give feedback. Be sure your employee has a realistic view of their strengths and development areas.
- Suggest a balance of development experiences. Development takes many forms — on-the-job learning, formal training, informal discussions, etc. Reflect on your pivotal career experiences as well as those of your peers that may be beneficial for your direct report to have.
- Follow up. Provide feedback throughout the year. Acknowledge your employee’s successes. Help open doors — even if they lead outside your team.
Developing yourself
One of the most important things you can do as a supervisor is to ensure that you are continuously investing in your own development. Understand options for your career development and view the resources available to support your professional growth.
Building engagement
Employee engagement is influenced by many factors — from workplace culture, organizational communication, and managerial styles to trust and respect, leadership, and company reputation. Research shows that engagement increases dramatically when the daily experiences of employees include positive relationships with their direct supervisors. Other ways to engage your direct reports:
- Be clear about expectations and provide regular feedback.
- Make sure they have the equipment necessary to do their job well.
- Give them appropriate authority and freedom to make decisions.
- Periodically assign larger, more exciting projects.
- Set challenging, attainable goals that align with Acme’s strategic objectives.