Every organization defines and maps out their talent lifecycle differently. Stages will vary, processes will be different and connections between each phase will be unique. That being said, there is (or should be) one standard in every organization’s talent lifecycle – the center.
Here at ClearCompany we have always had a strong focus on uniting the traditionally disjointed stages of the talent lifecycle. I recently did a Google image search of the talent lifecycle to see how organizations are currently visualizing their own talent lifecycles. We’ve all seen them, those flow charts that define and map out the stages of the talent lifecycle. What I noticed was consistently missing was the center of each of these visuals. There was either a generic title of the image or there was nothing. Nothing to unite these stages that map out these organizations’ most valuable assets – their talent.
Here is what's missing:
A critical component of any effective business strategy is the organizational values. Successful leaders identify, communicate and develop clear values and beliefs that permeate through every function of the organization. These shared values offer direction so all members of the organization understand their contribution. Values impact every person at every stage of the organization. If they aren’t defined and shared, a disjointed and contentious culture will quickly form.
“Values are one of those things that can sound soft and squishy, especially in the context of a company. The reality - I have found - is actually quite the opposite. They form the most solid bedrock of any group or organization and really matter to the individuals.”
The most foundational reason to place values at the core of your talent lifecycle is employees are meant to demonstrate those values in their behaviors, contributions and workplace interactions. Values will also help employees determine priorities and decision-making processes.
A Dale Carnegie study revealed that 40% of employees report they are familiar with company goals, but couldn’t actually list them. How can anyone establish a clear understanding of how their individual efforts contribute to the organization’s goals if no one really agrees on what those goals are? It’s impossible. Because organizational goals are grounded in the identified values, placing the two at the center of the talent lifecycle can help motivate and re-engage an entire workforce.
As employees move from stage to stage of the talent lifecycle, their contribution to and perspective of the organization goals will change; that is the variable, never the goals. Established and communicated goals will the be the constant, or the magnetic North to keep the entire organization moving in the same direction, regardless of their current position.
How Is It done?
It’s one thing to define the organizational values and goals, it’s quite another to implement the infusion of them in every stage of the talent lifecycle. The only way to achieve this infusion is through the partnership of strong leadership and solid technology. Yes, I said technology.
Traditionally, each of the stages in the talent lifecycle have been very segmented with different leaders, different data sets and different technologies with no one and nothing at the hub of it all. Just like my talent lifecycle Google image search, there is nothing connecting all of these stages. Imagine a talent management platform that breaks down these silos, and places organizational goals and the company vision at the center of it all. Poor integration and disjointed processes have prevented this conglomeration, until now.
ClearCompany’s HRM doesn’t just provide a integrated suite of technologies aimed at creating a seamless flow of the complete talent lifecycle; the goal alignment tools ensure that the vision and goals of the organization are the focus of every stage, process and action.
So what, if anything, is at the center of your talent lifecycle? If you were to review your goals and vision for the organization, could you look around and see them in action? Your talent and culture will flourish with a renewed focus, but you need the right leadership and tools to make it happen.
Find out what those tools look like right now.
Take a short demo and revitalize your vision and goals.