According to the U.S. Bureau of Labor Statistics, 4.5 million people in the U.S. left their employment in November 2021 leading to what has been coined “The Great Resignation.” Employee shortages have caused organizations to consider alternative options in filling those much-needed roles.
What can leadership teams do?
They need to look within their organization for existing talent, or for individuals that are moldable and willing to cultivate new skills.
We get it. This is easier said than done. Seeking talent from within starts with making the cultivation of talent a top priority in your workplace. You must devote time and energy to the process if you want to be successful and if you need help, don’t be afraid to ask for it. Consider hiring a business coach or leadership development coordinator to assist.
Leaders need to create and maintain a culture towards talent development and link everyday responsibilities with shared values.
How can you get started? We think these four ideas will help you:
- Be a Role Model: Show your employees that you highly value continued learning, as well as, personal and professional development by regularly participating in activities like seminars and workshops. Then go a step further and make sure these opportunities are accessible for each employee.
- Identify Strengths, Weaknesses, & Goals: Use regular assessments and check-ins with your employees to learn about them. Find out what they’re naturally gifted at, what inspires them, what they’re passionate about, and their professional goals. Seek to cultivate the positives, work on the negatives, and encourage continual progress. You’ll never know who may be open to new training if you never ask.
- Use Problems to Teach: When a mistake is made, use it as an opportunity for learning and growth for your employees. You can leverage the teaching power of real-world issues without instilling fear of their position being jeopardized.
- Assess Existing Job Roles: Sometimes it’s not the lack of capable and willing individuals, it’s the job role itself that needs adjustment. Re-writing a position to best utilize the people you have, while still getting the job done, may be the best option.
Even if your organization is not facing this challenge yet, it might be soon and it’s best to be prepared. Take steps now to set up and create a process for in-house talent development so that it is ready to implement.