Every company relies on key technical experts – like scientists, engineers, and analysts – who keep things running. Do you know who yours are? What would happen if they left?
Are your best people slowing you down? Is your talent pool nimble enough to keep up with constant change? Is the pace of decision-making at your company getting in the way?
Do your current and potential employees understand how they fit into the big picture at your company? Do they know what they need to do to advance in their career?
Do you have enough of the right people with the right skills to execute your strategy? If you’re not sure – that’s talent risk. Assessing that risk with hard data and mitigating it with a structured process for training and knowledge transfer is what we call talent risk management.
Without the right tools, it’s hard to understand the value of technical staff until they’re gone – taking critical skills and knowledge with them. And with 4% unemployment, aging workforces, increasingly mobile employees, and a war for technical talent, the risks are greater than ever.
Understanding what your people actually DO, identifying areas of risk, and transferring knowledge to other team members will ensure that vital expertise stays in-house, even if your experts don’t. Using our proven, data-driven approach, you can:
Speed. Our clients talk about this issue more than any other. Their experts are overloaded and creating bottlenecks. Onboarding and leveling up staff takes too long. Lack of clarity and alignment slows decision-making to a crawl. And all at time when the market demands rapid innovation and every delay drains profit.
When you collect robust data on what your employees do, you have the visibility you need to identify and clear roadblocks, expedite training, and quickly align leaders to make informed decisions. Using our data-driven framework and kt plan, you can:
A recent Gallup poll found that more than half of employees are actively looking for a new job or watching for openings. How do you stand out in a competitive job market, while minimizing delays and consistency issues that come with constant churn?
Being part of sometime bigger than themselves is important to today’s workers, as is the opportunity to advance. Thus, getting clear on your big picture – and how each employee will contribute – is key to attracting and keeping talent. Using our practical framework and tools, you can:
Mention any massive change – merger, acquisition, re-org, systems overhaul, outsourcing – and you’re bound to hear groans. And for your top talent, big transitions can mean (at best) loss of productivity and (at worst) a mass exodus, particularly in today’s hot job market.
A keen understanding of your pool of talent will help you hang on to value creators on your team and expedite the transition time so everyone is productive immediately. Using our rich talent data and training tools you can: