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 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 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.

#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, Twitter, and Facebook 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!

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