Craig Saxby hr officer jobs
THOUGHT LEADERSHIP | 5 MIN READ
HR Recruitment Manager, Craig Saxby, takes a look at how businesses can create and nurture their talent to become future leaders.
Stuart Wardale, L&D Manager at Wienerberger shares some insight.
Find out more about business culture and HR trends by downloading our whitepaper.
Generation Y are a contentious group, facing a career that is vastly different from their predecessors. Not only are the industries, technologies and fields that are on offer changing, the perception of what leadership is and how to best foster it for emerging talent is changing too.
Millennials, who are already emerging as leaders in technology and other industries and will comprise 75 percent of the global workforce by 2025. They want to work for organisations that foster innovative thinking, develop their skills and make a positive contribution to society.
We take a look at how businesses can create and nurture their talent to become future leaders:
IT’S ALL ABOUT DATA… OR IS IT?
The ability to inspire people to reach great heights of performance and success is a skill that leaders need. All too often leaders assume that their employees will follow them purely because of their experience and title and although this may be true in some areas, this is not going to ensure that they inspire, support and nurture their best talent.
Stuart Wardale, L&D Manager at Wienerberger has shared some insight as to what he and the HR team are focusing on. When discussing how businesses can create and nurture talent to become future leaders he said:
“Businesses need to focus on qualitative, as well as quantitative, data when looking at leadership capability. For example, businesses tend to state, ‘that manager is good as their business area is performing well against KPI’s’, with engagement, culture and behaviours being a secondary aspect.”
It is no longer enough to assume that because an employee is meeting their KPI’s and performing well, they are suitable and have the correct skills for leadership. Leaders need to inspire their team to perform well but also inspire them to be happy and enjoy their role which in turn creates an engaged workforce.
“It is about understanding and recognising that an engaged workforce will deliver improved results”
At Morson, we are passionate about creating a healthy business culture. Read our whitepaper on how to engineer cultural change within your business here.
PERFORMANCE AND LEADERSHIP DEVELOPMENT
But what if their performance is lacking? Although performance is not always a key indicator in deciding whether they will become a great leader, it is a fundamental element of every job. You must be able to do your job well.
“Turning good leaders into great leaders can drive overall business performance. Businesses need to understand and recognise that an engaged workforce will deliver improved results. To create a great leader you must invest in helping them improve their performance through leadership development programmes.”
Performance and leadership development enables managers to evaluate and channel an individual’s results, attitudes and behaviours, giving individuals responsibility for and involvement in their own development.
For example, regular reviews to set targets and ensure targets have been met or on track is fundamental. Starting with the top management, at the beginning of the year managers share objectives and possible development initiatives with their staff in order to promote their professional growth.
STAFF RETENTION AND ENGAGEMENT
Re-recruiting quality employees is time-consuming and costly and most of the time is avoided at all costs. Small and regular incentives, creating an open and inclusive culture goes a long way in creating employee advocacy and retention.
“Investigate the correlation between leadership capability v’s engagement and staff turnover. Having better leaders mean staff are engaged, motivated and loyal. Recognising that improved leadership can have positive impacts on other areas; reducing turnover retains skills and can lead to increased productivity.”
Additionally, cost-free techniques such as giving your employee’s time and space to contribute to the business through open forums and discussions with the top leadership team creates a culture where the workforce feels valued. The key is to develop a dynamic employer brand that really resonates with your employees, you want them to feel proud to work for you and tell people about it too.