The Powerhouse- How To Manage The Top Talen

What does a top talent really mean?
In one line – basically the toppers of the class.
These people are encouraged more, motivated more, and everybody keeps their hopes on them, even the backbenchers.

Similarly, in a company, top talents are the people who lead others by example. They’ll often shine amongst other talents. They are value creators and growth mobilizers. Their responsibility quotients are really high, and they understand the fact that, even though it might not be their fault, it is still their responsibility. They are ready for challenges, are enthusiastic about exploring other things. They put their questions and their reservations forward with ease. They also challenge the existing state of affairs and try to bring a more reformed system in place.

At Stratefix, we understand this. We specialize in HR talent acquisition, HR planning and consulting, and full-scale HR transformation. Our goal is to identify talent and tap into their capabilities to fuel business growth. We help companies grow with a quality human force. Our HR transformation service emphasizes improving retention ratio, encouraging intrapreneurship, team culture development, better employer branding, and enhanced productivity against the investment.

Some lesser-known traits of top talents:
Their sole focus is not money. What they really seek is the value they give for their contribution. Becoming a powerhouse is not their goal. They just want to do their best, but lack of communication definitely derails them. Top talents aren’t the solution to all your business problems. They are creators of a value stream that gives your business an upper hand in terms of a productive future. Replacing the owners is not their aim. But they’ll definitely fill up the void that the business owners sometimes overlook. They don’t fear taking up responsibilities unless they are part of decisions & can envision their personal growth.

But managing them could be a bit tricky, since the more they excel, the more they are willing to find a new workspace too. And that’s fair – a work environment with no challenges is similar to a weekend with no plans: it’s plain boring!

But we’ve got you covered. Here are a few tips to manage your top talents –

Give them a Comprehensible Mission
There’s nothing more maddening than an unclear brief/mission. People who are good at their jobs need to look at the target they are hitting. Shooting in the dark is something they don’t believe in. Show them a goal post, give them the ball, and see how they hit it right at the bullseye.

Let them take risks and fail
Where there’s risk, there’s growth. It’s a universal fact – the more you fail at something, the more you get better at it. The least productive thing you can do for them is to keep them away from any failure or harm. Let them float in the open seas of probabilities; let them dive alone. They might cross the ocean or drown in it. Anyway, you are always there as a safety net. But this will increase accountability in ways unimaginable for them.

Serve them a perfect challenge
Top talents thrive on challenges. The more challenges they get, the more they’ll shine. The only thing you should be mindful of is the level of the challenges you present. If the challenge is more than one’s skill, anxiety will increase. If the challenge is too low, boredom is imminent. You have to find the perfect balance.

Open your pockets a liiiiiiiiiiitle
Although gratifications are great motivators, nothing beats the visual of a text that says “The amount has been credited.” No, really – opening your pockets even a little can help you in ways you’ve never imagined. Talent, in reality, is priceless; what we can do is just come close to what that term really means.

Most importantly – Trust them
Don’t micromanage the talent. Give them space for errors, try to understand their perspective, and you’ll witness them bloom. Best case scenario: they nail that project. Worst case: they learn they need to change their approach. Either way, you’ll see your top talent fighting for the company.

“People will be at the forefront of strategy and talent management will be a critical component part.”
Yes, it could be a bit tricky to manage your apex employees. But in the long run, these are the people that actually make a difference.