--- title: "#BluewaterTips First Quarter Roundup" description: "At Bluewater, we’re proud to have a team of learning and talent management experts with decades of experience between them. Once a week, we share some of their knowledge with you on social media via our #BluewaterTips. These tips are simple, actionable, nuggets of wisdom on performance, engagement, learning, recruiting, and talent. Check out our […]" image: https://www.bluewaterlearning.com/hubfs/Blog_FeaturedImages/BluewaterTips.png --- # #BluewaterTips First Quarter Roundup by [Jenny Campbell](https://www.bluewaterlearning.com/blog/author/jenny-campbell) | August 27, 2019 10:10 AM | [The Future of Talent Management](https://www.bluewaterlearning.com/blog/tag/the-future-of-talent-management) ![#BluewaterTips First Quarter Roundup](https://www.bluewaterlearning.com/hubfs/Blog_FeaturedImages/BluewaterTips.png) At Bluewater, we’re proud to have a team of learning and talent management experts with decades of experience between them. Once a week, we share some of their knowledge with you on social media via our **#BluewaterTips**. These tips are simple, actionable, nuggets of wisdom on performance, engagement, learning, recruiting, and talent. Check out our Bluewater Tips from the first quarter:   #1 **Put your top talent where they can make the most impact.** Rather than spreading them across many divisions, realign so that 95% of top talent is assigned to key business functions.   #2 **Give employees the opportunity to participate in their development by allowing them to conduct a self-review.** They’ll be more likely to take ownership of their development and stay engaged in the process.   #3 **Make performance management about development.** Don’t just evaluate the employee but make plans for how to develop the employee (training, job shadowing, coaching, etc.)    #4 **Provide additional employee training and development opportunities in the form of microlearning.** Short, informal, self-directed and mobile-optimized content on single topics. These can be brief videos, webinars, podcasts, or even games.   #5 **Give employees the opportunity to participate in their developmen**t **by allowing them to conduct a self-review.** They’ll be more likely to take ownership of their development and stay engaged in the process.   #6 **Use SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals**. There is a much higher chance of success when a goal is clearly defined with definite dates.   #7 **Consider job crafting** – roles designed based on individual strengths. Research shows that 60% of employees want the ability to do what they do best, regardless of their role. They’re driven by purpose and managers who promote their development.   #8 **Allow for significant variations of awards for high-potential talent.** Standard “incentives” won’t work. Small monetary increases for those that work harder will have a negative impact and de-motivate high-potential talent.   #9 **Reward successes.** Be sure to recognize when an employee is doing well and where they have made achievements. This is a much better motivator than focusing entirely on areas in need of improvement.   Follow us on **[LinkedIn](https://www.linkedin.com/company/bluewater-learning)**, **[Twitter](https://twitter.com/bluewaterlearn?lang=en)**, and **[Facebook](https://www.facebook.com/BluewaterLearning/) **to get our **#BluewaterTips** the moment they come out, and let us know if you have a topic, you’d like to see more tips about!   Interested in learning more about Learning & Talent Technology? Feel free to reach out to us directly! 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