Talent Management Practices to Avoid

To achieve success within a business, that business must develop a strong foundation of faithful, high-performing employees who are carefully tended to by a talent management team. Unfortunately, talent management isn’t as simple as it appears, which is why we have created this list of talent management practices to avoid at all costs.

Talent Management Practices to Avoid

1. A Long Hiring Process

One of the easiest talent management practices to avoid is a long hiring process. Dragging out the process often deters top talent because they recognize that their abilities will be appreciated just as much from another company that isn’t making them wait. The hiring process should be a streamlined system with a defined timeline that is communicated to the potential hire.

2. Poor Hiring Structures

Developing an efficient hiring team with streamlined techniques is where many companies fall short, which can obviously impact the entire company. Three primary failures are the inability to adapt to new circumstances, hiring solely on skills instead of analyzing every facet of a potential employee, and assuming that there will be no turnover.

Fortunately, establishing a proper hiring structure with guidance from upper management is the easiest way to overcome these issues.

3. Lack of Communication

The failure to communicate is one of the deadliest pitfalls in business across all sectors. One of the best practices is developing a structured communication process that keeps potential employees updated throughout the hiring process, sets clear expectations and guidelines upon hiring, establishes key performance indicators, and regularly checks in on employees’ overall development.

4. Absence of Career Development

Speaking of development, another one of the top talent management practices to avoid is not providing career development to employees. The majority of employees want to continue learning and developing their skills, even if they are satisfied with their job role and position. A lack of training or development opportunities can lead to an increased turnover rate.

Additionally, assuming the future development of an employee can trip up even the best talent management teams. One should never assume that current high-performers will always continue to be high-performers, can be developed into management, or that they are dedicated to the company.

5. Undersupply of Praise

The last of the worst talent management practices to avoid we will cover today is the undersupply of praise. Often, employees are only recognized when they have failed, much like when you get called to the principal’s office in school. Failures should be analyzed and learned from, while successes should be praised. Every employee wants to be appreciated for their accomplishments, and when they are not, it can lead to dissatisfaction.