When it comes to supporting employees, managers have distinct and important roles. And not just to guide professionalresponsibilities; they also have to communicate benefits that are offered through the organization.

That's right, to get the best from your people, a good talent management strategy requires linking  your direct reports to existing employer-sponsored benefits and resources.

That's because the two professional responsibilities and benefits are incontrovertibly related. Top job performances depend not just on skill, knowledge, and expertise, but also on the ability to do the job well.

You may work for a progressive company  one that focuses on what gets done, and less on how it is accomplished; one that empowers employees (and managers) to do their work efficiently. That's a successful talent strategy. But to fully leverage it, you also need to leverage internal resources to support employee work/life needs.

Whether you're managing rocket scientists or marketing professionals, effectively supporting them requires a sound understanding of your employer's work/life benefits.

Five Tips to Help You in This Critical Role

A Successful Talent Management Strategy for Everyone

As a manager, there is so much to consider and learn.  Hot topics include managing across multiple generations, managing virtual employees, etc.  By encouraging the use of work/life supports that your organization offers, you not only create a platform that supports employees success, you'll also notice that you, as a manager, are more successful as well.