If you’re responsible for a talent and succession strategy, have you considered the amount of talent that could be hiding within your organisation?
This article highlights the challenges of not fully recognising the entire composition of your workforce and some simple steps you can take to ensure that you have recognised the talent you already have.
Hidden talent refers to a segment of employees within your organisation who may not be fully recognised or acknowledged in your talent management processes. These individuals often perform critical roles or contribute significantly to the organisation's success but may not fit into the conventional categories of full-time, permanent employees.
Examples of hidden talent may include:
Temporary workers who are often hired to meet short-term staffing needs, such as seasonal demands or project-based work. Part-time employees or those on flexible schedules may not receive the same level of attention or development opportunities as full-time staff. However, they bring valuable skills and experience to the organisation.
Having hidden talent within your organisation can present several potential dangers and challenges such as:
Lack of visibility and oversight
If certain segments of the workforce are not fully recognised or integrated into talent management processes, it can lead to a lack of visibility and oversight. This may result in inefficiencies, duplication of effort, or gaps in performance monitoring and evaluation.
Loss of talent and knowledge
If hidden talent segments feel undervalued or marginalised, they may seek opportunities elsewhere, leading to talent drain and loss of valuable skills and knowledge within your organisation. Retaining key contributors is essential for your organisational continuity and success.
Difficulty in succession planning
Failure to recognise and develop talent within hidden workforce segments can pose challenges for succession planning and leadership development. Identifying potential future leaders, and ensuring a pipeline of talent, is essential for your long-term organisational sustainability.
To mitigate these dangers, you need to prioritise transparency, equity and inclusion in all your talent management practices.
Some simple steps to uncover your hidden talent
Review what you have now
Begin by examining the composition of your organisation's workforce. Look beyond full-time, permanent, employees to identify other categories such as contractors, freelancers, temporary workers, part-time employees and interns.
Be clear on where everybody is
This includes properly classifying and acknowledging all segments of the workforce, providing equal opportunities for development and advancement, and fostering a culture of respect and appreciation.
Adjust your strategy accordingly
Once you get a new and comprehensive understanding of your workforce composition, identify any hidden segments that may require attention or integration into your talent management processes. This new awareness will help you optimise resource allocation, improve employee engagement, and drive the overall organisational success.
Contact me now to find out more about our ALIGNED® talent model, at matt@twentyoneleadership.com so we can continue the conversation.
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