True talent management is about more than finding and keeping the right people. It’s also about making smart decisions that benefit both the workforce and the organization. The goal of talent management is to create a high-performance, sustainable organization that meets its objectives and strategic and operational goals. You can utilize an intranet collaboration tool to create culture and channel talent.
Google has a culture, Facebook has a culture, and Zappos has a culture! How do we know about these cultures if we have never worked there? Simple, by the stories we have read and heard about these workplaces. Culture is the environment for people at work. It is how things get done or don’t get done in an organization. Culture manifests every day in every transaction that happens in our workplaces. Although organizational culture has always had an impact on performance, its intelligent management from a business intranet has never been more critical. Since 2013, organizational culture has emerged as the distinguishing asset for every organization.
Why is Culture the Key to Talent Management
In the last decade or so organization’s culture have shifted from hierarchy command and control structures to that of co-creation. The three key trends that define the work today are:
- Frequent change.
- More independent work.
- An increase in knowledge work.
As per a CEB research and study” Employees today have more ambiguous objectives and are working with larger groups of stakeholders, making both flexibility and the ability to collaborate ‘must-have’ competencies for companies seeking higher levels of performance,” said Conrad Schmidt, global research officer, CEB. “Important business decisions are also being made lower in the organization, putting an even higher premium on good judgment. Building the next generation of high-performers will require organizations to cultivate these skills within their employee base and to be keenly aware of the dramatic shifts occurring in today’s work environment.”
Another CEB study reported the growing impact of collaboration on employee productivity. “People know that work is becoming more collaborative, but the surprise is that 50% of successful performance now depends on this — where ten years ago 80% of the outcome of any task would have been down to the individual. It is the magnitude of the shift that we didn’t expect.”
Top level dysfunctions affecting the bottom line, causing:
- Polarized workplaces.
- Fragmented information flowing in multiple streams.
- People withhold information to protect their turf.
- People do not share strategic direction.
Open, empowered, collaborative culture is the new name of the game.
An intentional approach to building a collaborative organization is required. However, collaboration is a discretionary activity. Employees have to WANT to share ideas and information, and this is where the culture comes in. Ten factors that are highly correlated with the successful culture of collaboration are:
- Highly engaged, committed participants
- Trust-based relationships
- Prevalence of networking opportunities
- Collaborative hiring, development, and promotional practices
- Organizational philosophy is supporting a “community of adults.”
- Leaders with both task- and relationship-management skills
- Executive role models for collaboration
- Productive and efficient behaviors and processes
- Well-defined individual roles and responsibilities
- Important and challenging tasks
An offset of this open collaborative culture will be employees with the ability to influence and prioritize, who maintain effective problem-solving skills, and most importantly, workers who feel empowered to make decisions.