Utilizing Existing Employees to Fill Execution Gaps

While hiring new team members may seem like the most obvious way to meet the goals you’ve set (and the fastest way up the mountain), this strategy may not always be feasible or cost-effective. We recommend you analyze the workforce you already have and identify opportunities for existing employees to step up in new ways. So, how do we accomplish this?

1. Take a good (hard) look at what’s ahead.?

When it comes to setting realistic goals, it’s helpful to be fairly critical and think through every barrier to completion you may face. Without distraction from your core focus, can your planning and goal setting include shifting manpower and other resources to new activities in light of the current economic uncertainty?

2. Look right under your nose, but think outside the box.

As you assess your goals and your team, it’s important to think creatively about how to solve your problems with the talent you already have. There are two approaches that when used together prove highly effective: qualitative insights and quantitative data. Qualitative data pertains to identifying strengths and weaknesses while quantitative pertains to tools like the Predictive Index Behavioral Assessment.

3. Foster a culture of continuous improvement.

Keep in mind that major change doesn’t happen overnight—and just as you’d expect a standard ramp-time for a new employee, you should expect the same from an existing employee who has been placed in a new role.?

Continual investment in employee development is key to improving performance, optimizing each role, and closing productivity and execution gaps. Leveraging the skillsets of your existing employees to close execution gaps can be a cost-effective and efficient way to optimize performance and improve business outcomes.??

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Talent Suite is an integrated Talent Strategy firm that collaborates with executives to reach your goals and results by leveraging your highest value assets – your people.