5 Talent Management Strategy Tips for Managers

continuous feedback; manager tips for talent management strategy

When it comes to supporting employees, managers have distinct and important roles. And not just to guide professional responsibilities; 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

Make a Friend in the HR Department

The job of the HR manager is to communicate programs and resources to the employee population. They can help you keep track of your employee benefits, new programs, and when and how they may be useful. Schedule a quarterly meeting on your team agenda to check in, and have them inform your people seasonally.

Consider What Work/Life Challenges Your Direct Reports May Be Experiencing

Diverse teams are successful teams; they prosper when they are comprised of a cross section of skills, work experiences, and personal traits.  But that makes their needs more complex. Knowing your employees, how they define their families, and what motivates them provides the baseline for linking them to the most effective work/life supports.

Embrace Work/Life Supports as Tools, Not Barriers

Beyond health insurance, some leaders think work/life provisions are merely "nice to haves;" many wonder if such provisions are actually distractions. But research has proven how powerful assisting child care, elder care, and educational challenges can be. Organizations that leverage these needs with benefits and support perform better than organizations that do not.

Talk To Your People

Don't leave benefits conversations to chance; schedule them. Plan conversations about existing work/life supports. Find out if employees are aware and have used one of the benefits.  Share the experience and consider its impact to the team or work group.

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.

Written by: Andrea Wicks Bowles

About the Author

Andrea Wicks Bowles at Bright Horizons

As Senior Consultant, Director Global Initiatives, Horizons Workforce Consulting, Andrea works with Bright Horizons clients to enhance the effectiveness of their employees and strengthen their position as an employer of choice. Her knowledge of global child care policies, organizational effectiveness, and work/life industry trends combined with analytical skills is used to help clients uncover their unique issues and challenges. Andrea, a frequent speaker at work/life conferences, is a key contributor to Bright Horizons' research investigations.