|
| Recent
Articles |
Blog Evangelism And Overcoming Resistence
Bloggers are always recommending the value of blogs to everyone who will listen. They even preach the gospel of blogging to those who resist conversion. Blog evangelism is expected from the true believers, but overcoming resistence to the idea demands more than...
Less Sensationalism In Social Media
I submitted an article written in 2005 to Netscape (for those of your outside of the social media world, Netscape a runs "submit and vote on news site" like Digg). The article was originally entitled "Libraries and...
Optimizing Your Blog For Syndication, Meme Trackers
With the growing adoption of RSS readers, Meme Trackers and content being syndicated on 3rd party sites, how your content is ultimately presented becomes increasingly important. What follows are some basic steps to optimize your content for syndication, as well as some...
Discouraging Event Attendance
Ephraim Schwartz has an entry in his Reality Check blog for InfoWorld in which he expresses dissatisfaction with registration and attendance requirements for a recent IBM/Lotus web conference. He quotes the registration...
User Generated Content - Accurate, Not Insult
One of the most repeated terms added to the new web 2.0 glossary describing current trends in web design is "user generated content." It even has it's own Wikipedia page that proclaims it came into mainstream use sometime during 2005 in both web publishing and...
Traditional Vs. Citizen Media - Social Darwinism
I'm sure there are many out there who ask or are asked this question, and many have not yet found a consistent answer. The question is, what's the difference between a journalist and a blogger? Is a blogger a journalist and is a journalist a blogger? The answer isn't so simple...
|
|
04.18.07
Finding Hidden Talent In Personnel
 By
Wayne Hurlbert
Most companies have hidden talent resources they have yet to discover.
Already on the payroll is often at least one person, who could be given more responsibility, in their job. Untapped abilities are everywhere on the business staff roster. The key is recognizing those diamonds in the rough, and polishing their skills to a lustrous sparkle.
In every business, openings arise for new hirings all of the time. The usual response is to seek the ideal candidate from outside the company. While there are times when bringing in a new person to fill a specific role is necessary, don't overlook the talent already on staff.
Promotion from within the organization might be a better long term approach. In fact, in many companies, outside hirings may be best utilized for filling entry level positions.
By adding quality staff members at the bottom of the organizational ladder, and helping them to rise ever upward, they learn the company culture, internal systems, and become loyal employees.
Internal training and advancement are powerful incentives for most employees. People who understand that hard work, dedicated service, and quality contributions to the company result in advancement are better employees.
Office morale will be much higher, and the sense of team work will be much stronger. The bonds between the employer and staff members are on a much stronger foundation for building with the long term in mind. Knowing that higher level positions are obtainable, and expected to be filled internally, enhances productivity in every way.
For many employers, however, the employee often becomes pigeon holed in their current job description. The skill set of the worker is thought to consist of what is seen on a day to day basis.
Other untapped talents are all too often overlooked entirely. When all that is required to groom a person for a more responsible job is simply some training and encouragement, it's a tragedy that many companies never take that chance. Missed talent is lost opportunity for a business.
To discover those well kept secrets, it's essential for business owners and managers to talk to their staff members on a regular basis. Schedule regular individual discussions with every employee. While most staff meetings will focus on the current job functions, make certain that at least every three months a longer term chat is in place.
At that meeting, the topics should be long term employee career plans, training opportunities, advancement possibilities, and how the company can help in achieving those goals. Creating an atmosphere of trust, combined with confidentiality, can help uncover talents that have long been missed.
The best and most productive are very often long term committed employees. Be sure your company reciprocates with a committment to promotion from within, and to ongoing training and staff development programs. Include staffers from every level in creativity and brainstorming events. You might be pleasantly surprised at the talent right under your nose.
Think about finding the hidden talent in your organization. Your bottom line will never look better.
Comments
About the Author:
Wayne Hurlbert provides insigtful information about marketing, promotions, search engine optimization and public relations for websites and business blogs on the popular Blog Business World.
|
