Talent management is a broad term for everything that an organization does after the hiring process to bring new employees into the fold, keep them feeling satisfied and productive in their role, and ultimately retain them. From onboarding to employee engagement, the day-to-day work of talent management mainly falls on the shoulders of managers and team leaders. Effective talent management is upheld by 4 main pillars: Competency, Commitment, Contribution, and Compassion.
Successful talent management creates sustainable growth and satisfaction organization wide. Let’s explore how each of these 4 Cs of talent management contribute to a successful human capital strategy.
#1: Competency Breeds Excellence
Trust in our leaders relies on respect. When employees know that their manager is capable and has a deep understanding of the role everyone plays in the collective success of the company, they are more likely to heed their advice and learn from them. This trust is derived from competency: the skills a manager has to tackle whatever comes their way.
And this isn’t just limited to hard, technical skills that managers bring to the table – good leadership requires strong soft skills as well. A competent leader is able to identify their team’s strengths, weaknesses, and how to bridge those gaps to guide their team to success. When it comes to their individual reports, a good manager is similarly able to encourage, educate, and empower the members of their team to perform well.
A competent manager is able to bring out the best in their team, understanding the unique challenges that they face, and suggesting practical solutions. Competency is the foundation on which a successful talent management strategy is built.
#2: Commitment Fosters Engagement
Loyalty – to your organization’s ethos, mission, and employees – is at the core of commitment. A committed manager drives engagement and gets employees emotionally invested in an organization’s goals. And commitment isn’t based on tenure alone (though it certainly doesn’t hurt!). Commitment is something that a manager proves to their team by going the extra mile and showing up when it counts.
Employees with managers who demonstrate commitment to the company are more engaged overall. This is because a manager’s attitude towards work has a direct influence on how the members of their team approach their responsibilities.
#3: Contribution Creates Impact
Most managers have responsibilities that extend far beyond just overseeing the work of their team. In addition to making sure that each member is meeting expectations and supporting their development, managers typically juggle other job duties on top of that. It’s a leader’s contribution that makes their dedication tangible to their team, driving team dynamics as well as results.
A manager who can pull their own weight (and help lighten the load of others) is an invaluable asset. They lead by example and are capable mentors that can shepherd each member of their team to greatness. Their reports know that their managers fully understand the ins and out of their roles, and as a result, can turn to their managers for guidance and support.
Contrast this with ineffective managers – those whose top skills seem to be delegation and blame shifting. Employees who have to constantly “manage up” – because their managers offload their responsibilities at every opportunity – are more likely to leave your organization. After all, employees leave bad bosses, not jobs.
When considering your talent management strategy, keep in mind that contribution demonstrates a “we’re all in this together” mentality. It focuses your team's efforts on a singular goal and reaffirms that when you work together, you can succeed together too.
#4: Compassion Drives Performance
Behind every hire is a human being: a person with their own goals, struggles, and story who becomes a part of your organization. A good manager is one who allows their team to bring their “whole self” to work, leading with compassion and understanding.
But this kind of empathetic, person-first leadership doesn’t just make employees feel good about themselves. It is equally effective at driving results, retention, and workplace happiness. According to the 2023 Empathy in Business Survey from Ernst & Young, 90% of US workers believe that having an empathetic team leader results in higher job satisfaction, while 86% of employees say it boosts morale, and 79% find that it reduces employee turnover.
Compassion is a powerhouse soft skill that can dramatically improve a team’s performance. When it comes to talent management, compassionate managers are better able to connect with their team members and understand their needs. In doing so, they can nurture employees to become top performers at your organization.
Empower Managers and See Results
It’s not easy being a manager – they carry a heavy load when it comes to bringing your organization’s talent management strategy to fruition. Whether your organization is lucky enough to be full of leaders who embody the 4 Cs of talent management or your managers are still growing into their roles, enable them with tools like Develop™ by Criteria to help them build happy, high-performing teams.
Develop™ helps to reenforce each of the 4 Cs – competency, commitment, contribution, and compassion – to support managers at any level of experience. With insights tailored directly to each team, managers can better understand the specific support their team members need to succeed.
Get started with your Talent Success Suite subscription today to equip your team with the tools they need for successful talent management.
