The following is a guest post by Alexandra Levit
People are your organization’s greatest asset and most expensive resource. Most of us in the human capital profession recognize the importance of employee engagement and do our best to measure and boost it. A recent poll suggests that 85 percent of global employees are either not actively engaged or are disengaged at work, and this should be cause for concern. After all, we know that employee engagement drives innovation, growth, revenue, and other key success markers. But even if we manage to hire top talent, said talent can disengage and productivity and customer satisfaction might plunge as a result.
A little known idea, however, is that engagement is not always in a company’s control. For example, let’s say that your employee experienced a death in her family. She may love her job, but during her grieving period, she may not be engaged at work. The question is: can she still do her job? Can she still check all the boxes that determine her work-related efficiency and productivity? I believe the answer is yes, and that’s where the concept of talent activation comes in.
Talent activation focuses on the experiences, processes, and metrics that create an aligned and equipped workforce in the best position to realize its true potential. It transforms talent management into a measurable continuum of experiences – during the recruitment, onboarding and assimilation, learning, performance, and transition phases – that connect and empower employees to advance organizational goals and co-create an enriching corporate culture. In setting your operation up in this way, you achieve employee engagement, but you also go beyond it to create a real strategic business advantage that doesn’t rely on your employees’ undoubtedly complex personal lives.
Talent activation focuses on what employees are doing (rather than feeling, which as we know is subjective) at each phase of the lifecycle, from learning about their roles as new hires to processing feedback essential to skill acquisition. Monitoring and tracking this continuum of detailed activities can involve a lot of heavy lifting on the part of HR staff and individual managers, but fortunately, technology has come a long way in easing the burden.
Some organizations, for instance, have created sophisticated digital workplaces that serve as easy-to-use companions during all phases of the employee experience. Digital workplaces have the potential to solve cross-company communication and collaboration problems, increase workflow speed and improve knowledge sharing. Best of all, the analytics running in the background can measure just how activated (via the accomplishment of particular tasks) and engaged (via satisfaction ratings) employees are during their journeys.
Upcoming Webinar: Learn More About Talent Activation
Would you like to learn more about talent activation and its relationship to corporate culture and the employee experience? We hope you’ll join us for a lunchtime webinar, presented by HR consultant, author, and futurist Alexandra Levit and sponsored by Igloo Software, on September 6, 2018 at 1PM EST. Please register here and we look forward to connecting with you next week!
About Alexandra Levit
Alexandra Levit’s goal is to prepare organizations and their employees to be competitive and marketable in the future business world. A former nationally syndicated columnist for the Wall Street Journal and writer for the New York Times, Fast Company, and Forbes, Alexandra has authored several books, including the international bestseller They Don’t Teach Corporate in College and Humanity Works: Merging People and Technologies for the Workforce of the Future.
Alexandra has conducted proprietary research on the future of work, technology adoption, the millennial generation, gender differences and bias, and the skills gap. She is also regularly featured in outlets including USA Today, National Public Radio, CNN, ABC News, CNBC, Forbes, and the Associated Press.