I've turned on the news every day this week and pretty much everyday we hear about the most recent list of organisations looking to reduce workforces and intend to announce job losses imminently, these are every day brands that we know well, making a sharp turn to enable them to respond to the current economic environment and rapidly changing strategy in line with consumer and procurement behaviour.
Whilst that is part of the reason I'm writing this piece, the other reason was I was talking to someone in my network this week and they are struggling to balance workforce planning with their focus on talent. This wasn't the first time I had had that conversation recently either!
For any organisation finding themselves in a position where they need to react and reduce headcount, critically focusing on their workforce planning and future revenue forecasting, don't forget to consider the retention of the key skills, competency, leadership pipeline and behaviours you need to deliver on your future strategic intent.
Creating a talent retention strategy should sit alongside any workplace plan, after all, the cost of replacing critical workers and high potential is by far higher than the cost of development and tools to retain them.
And besides, it doesn't have to cost the earth! So how do you combine the need to reduce cost but also invest in your talent? Get your talent to help you deliver your intentions! Yes, you heard right, we have worked successfully with organisations to deliver blended talent development solutions that combine both development activities and also their involvement in wider projects that support your strategic objectives.
It's a great opportunity to test and develop capability, with the right processes in place it can be done in a safe environment. Strategic sponsors can support through mentoring and direction. People Perform have created a suite of process tools to identify critical roles and high potential, sitting alongside the development of leaders and managers to support the management of talent and coupled with Talent Development Programmes that can be immediately delivered or tailored to suit your organisation, budget and strategy.
We encourage the use of strategic projects to develop talent (we use the strategy deployment process), combining this with internal mentoring frameworks and delivery.
Whilst that is part of the reason I'm writing this piece, the other reason was I was talking to someone in my network this week and they are struggling to balance workforce planning with their focus on talent. This wasn't the first time I had had that conversation recently either!
For any organisation finding themselves in a position where they need to react and reduce headcount, critically focusing on their workforce planning and future revenue forecasting, don't forget to consider the retention of the key skills, competency, leadership pipeline and behaviours you need to deliver on your future strategic intent.
Creating a talent retention strategy should sit alongside any workplace plan, after all, the cost of replacing critical workers and high potential is by far higher than the cost of development and tools to retain them.
And besides, it doesn't have to cost the earth! So how do you combine the need to reduce cost but also invest in your talent? Get your talent to help you deliver your intentions! Yes, you heard right, we have worked successfully with organisations to deliver blended talent development solutions that combine both development activities and also their involvement in wider projects that support your strategic objectives.
It's a great opportunity to test and develop capability, with the right processes in place it can be done in a safe environment. Strategic sponsors can support through mentoring and direction. People Perform have created a suite of process tools to identify critical roles and high potential, sitting alongside the development of leaders and managers to support the management of talent and coupled with Talent Development Programmes that can be immediately delivered or tailored to suit your organisation, budget and strategy.
We encourage the use of strategic projects to develop talent (we use the strategy deployment process), combining this with internal mentoring frameworks and delivery.
What's our approach?
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