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Not all employees function equally – no matter how much managers and executives would like them to do so. In any successful organization, a large base of steady, capable, focused individuals support a much smaller group of “superstars,” who tend to produce the innovations that drive the company forward.

You can’t survive without the “steadies.” But you can’t maximize your competitive stance without thriving top talent. How do you create an environment that nurtures both – keeping your steady staff secure while freeing top talent to thrive?

Know Your Talent

Not all top talent-whether established professionals or “rising stars”-is created equally. But top players tend to share certain characteristics. These include:

  • Top talent knows what they’re worth.
  • Top talent prefers self-direction to outside management.
  • Top talent has unconventional expectations.

When you recognize these factors at play in your own “key players,” your organization is better equipped to give your best people what they need and want, freeing them to create positive, innovative change that drives your company forward.

Help Your Talent Thrive

Knowing how your top talent thinks and what these individuals need to thrive puts you just one step away from providing an environment that unlocks their creative potential for the good of the organization. Here are several ways to do just that:

  • Tap into top talent’s networks. Talented people know what they’re worth because they connect with other talented people. They’re familiar with “key players” throughout the industry, the major issues various companies and departments face, and the big questions everyone will soon have to solve. Demonstrate your understanding of your top talent’s value by encouraging them to tap into this network through professional development, conferences, and publications – and by referring qualified candidates when the time is right.
  • Guide, but don’t “manage.” Day-to-day management is not always necessary with top talent; these individuals often reach the “top” by knowing how to find funding and support, how to organize projects, and how to carry out their visions. Instead of creating a traditional boss-worker relationship with these employees, position yourself as a guide, mentor, or sounding board.
  • Offer unconventional solutions. Keeping top talent satisfied isn’t always about a heftier salary, a longer vacation, or a bigger office. These unconventional thinkers often prefer benefits and “perks” that help them meet their equally unconventional needs. Consider offering flex time, telecommuting, well-appointed “creative spaces,” or help with mundane tasks like dry cleaning or scheduling gym time to let your top talent relax and focus on the “big picture.”

At SMR Group Ltd, our experienced recruiters can help you ensure your best people get better – year after year. Contact us today to learn more!


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