The Importance of Proactive Talent Management: Lessons Learned from a Surprising Resignation

Recently on a visit to PNG, I had an eye-opening conversation with a client who experienced the unexpected resignation of one of their long-serving managers. This incident highlighted the significance of being proactive and maintaining open lines of communication with key team members.

In today's competitive market, where skilled professionals are in high demand, talent management has become crucial for companies aiming to retain their most vital and skilled talent. In this article, I wanted to explore the lessons learned from this surprising resignation and emphasize the importance of a proactive talent management strategy - so hopefully no one else experiences such an unprepared loss!

During my conversation with the client, they shared their shock and disappointment over the sudden departure of a highly-loyal manager who had been with the company for many years. The senior manager was taken aback because there had been no prior indication that the employee was unhappy or considering leaving. This unforeseen resignation left the company in a difficult position. The saying 'you don't know what you have until its gone' really resonated here, but should never be the case (realising the potential impact of losing a star employee and the critical skills they possessed).

We have recently started identifying this type of realisation with 'you wouldn't let a vital piece of machinery breakdown - you'd have a maintenance plan in place'. Similarly, 'You wouldn't let a valued employee even think of resigning - you'd have a retention plan in place'.

This type of heavy emotional and financial loss which our valued talent can cost us is one of the reasons we have devoted our passion and expertise to crafting a comprehensive talent management strategy specifically designed to empower leaders to guarantee the growth of their organisation and the people in it.

What is talent management about?

Communication: In the aftermath of this surprising event, my first question to the client was whether they had asked the employee about their level of satisfaction with their work and engagement in their job/company. This incident highlighted the necessity of regular structured open and honest communication between leaders and their team members. Leaders must make it a priority to regularly engage in conversations with their employees to gauge their happiness/satisfaction, address any concerns, and ensure they feel valued and supported.

Uncovering Key Talent: The 9-Box Model: To prevent future surprises and better understand the potential stars and rising talents within the company, it is crucial to have a proactive talent management strategy. One effective approach is implementing the 9-box model. This model allows leaders to assess and categorise employees based on their performance and potential. By identifying individuals who possess both exceptional performance and high growth potential, companies can focus their efforts on nurturing and retaining these valuable talents.

Mitigating the Risk of Talent Loss: Losing a top performer can have a significant impact on a company, especially in an environment where skilled professionals are scarce. It is predicted that this shortage of skills will persist for the foreseeable future, creating a job market where there will always be more opportunities available than there are people to fill them. As leaders, we bear the responsibility of safeguarding our talent and ensuring their continued engagement and growth within our organisations.

The surprising resignation of a loyal and dedicated manager reminded us of the importance of proactive talent management. Leaders must actively engage with their team members, fostering open lines of communication and addressing any concerns promptly. Implementing tools like the 9-box model can aid in identifying and nurturing top performers, reducing the risk of talent loss and its potential impact on the organisation.

As we navigate the evolving landscape of the job market, it is our duty to prioritise talent management and foster an environment that attracts, retains, and develops our most valuable assets: our people.

If you have identified the need for a more robust talent management framework, or just want to better understand the building blocks for a strong talent pipeline which can both unleash the potential of your people and safeguard you from any unexpected losses, I would love to hear from you!