Developing in-house talent is critical to an organisation’s future, with businesses often finding it difficult to fill key roles with external candidates, recognising in-house potential and nurturing it, massively supports organisations in having the most effective and highly skilled teams.
Having a key focus on in-house talent development is not just beneficial for the employer but also for the employee. Providing a clear message that you are invested in the career growth and individual development of your employees encourages a high level of morale and company loyalty from employees.
Top five tips for developing in house talent –
- Make employee development a core part of all management roles – Taking responsibility and ownership for developing your team and talent within the organisation, is crucial for expanding in-house talent. By placing a level of responsibility on management themselves and not just the HR team, will support the recognition of talent and skills sets that are worth nurturing and developing.
- Utilise and support on-the-job experiences – Identifying and providing opportunities and tasks for employees that add another level to their employee experience and training program will support them in developing both transferable and task-specific skills.
- Hire with development in mind – When interviewing and training new candidates, consider the role(s) you would be aiming for them to move into in the future and monitor if they show signs of skills that can b developed to support progression. Whilst employing someone to do a specific role and nothing more is simpler in the beginning, it provides minimal benefit for the future of the organisation if they cannot be developed. Furthermore, employees who are kept in one role and not provided with any opportunities for growth and learning will have low levels of motivation, in turn reducing the strength of their performance.
- Provide opportunities for employees to shine – Providing opportunities for lower-level employees to demonstrate their ability to perform at a higher level and complete more challenging tasks provides management with opportunities to test skills that may not usually be shown in day-to-day activity. For the employee opportunities to communicate with higher management and external stakeholders, introduces them to and educates them on the organisation’s aims and objectives.
- Don’t forget incentives – Alongside providing opportunities for development it is vital to ensure high performing employees enjoy their current role and are actually looking to progress within the organisation. Providing incentives i.e., monetary/non-monetary is not just a talent-retention strategy but simultaneously works as a development strategy. Providing costly training and development is not beneficial to the organisation if once completed another organisation with better incentives is able to steal the employee in question. Ensuring good incentives alongside progression opportunities reduces high-performance turnover and supports employee loyalty.