Here is a method to connect talents using 80/20 way!

Business is successfully carried on by organizations made up of blend of talents. Each talent is assigned a part of total work to be completed according to the set agenda. How do these talents know exactly know what to do? What competency do they require? What motivates them?. How do the managers take the work from these talents to the fullest satisfaction of the business aspirations and talent aspirations.

Organizations growth is a combined effort of talents and managing them is a complex task. The managers need to manage the overall talents more effectively. Let us look at a proven 80/20 rule technique which will guide the managers to facilitate their team at the right time.

80/20 Technique: 20% of all work force are sincere (High performers), 20% of all work force are insincere (Low performers) and 60% of all work force are somewhere in the middle (Middle performers). Hence, by converting the 60% of all work force to 20% of sincere, we can bring up the total to 80% of sincere workforce. It is essential to include motivation, training and team building. If we cannot do that, 60% of all work force will fall into the 20% of insincere category, shooting it up to 80%.

Overall when 80% of all work force are sincere, getting work done is simpler. A gentle kick should be given to the remaining 20% of all insincere work force to come-round.

What can organization do to manage key challenges: The middle performers in many cases are unaware of what high performance is or they don't know exactly what it takes to become a high performer. To manage this the organization need to have a sensible framework which clearly addresses what are the must-have performance criteria and good-to-have potential criteria. Managers play a vital role in the transformation process.

• At hiring stage, the organization have to make sure they hire talents who can perform as well as transform.

• High performers get burnt taking maximum load if middle performers are not timely transformed into high performers to share the load or low performers are not transformed into middle-high performers at the right time.

These challenges are required to be handled on day-to-day basis by the Managers & assisted by Talent Management leaders. The performance assessment must not be performed late on yearly basis which is a post-mortem activity or just a ritual, where as it should be a routine process.

Talent Management is a process, not an event!

By taking these steps the organization can continuously improve talent engagement and satisfaction and hence ensure their growth.

When an employee grows, the organization grows. When an organization grows the society grows. When the society grows, the nation grows - a quote from my guru Subbu Iyer (Design Thinking Transformation & Innovation Leader)

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