Employee engagement has fallen for the first time in 11 years. That’s why it’s important, now more than ever, to help your existing employees develop. But how do you know where to invest? There are the obvious shining stars, but what about those rough diamonds? How do they fit into your talent mapping program?
As your employees complete their Perform & Engage 365 check-in, you'll start to see which of your team are rising stars.
4 questions managers can ask to identify hidden talent
What support do you need to be at your best?
Whether it’s a training course, help with wellbeing or just a few new bits of tech. Asking this question gives autonomy to your people and empowers them to decide what they need to be great every day.
How can we help you develop your career here?
Not only does this boost employee autonomy, but it shows your people you care about their careers. It tells them that you are an employer keen to help them grow and upskill.
How we can improve as a business?
Innovation is key to success. But all-too-often employees feel they aren’t being listened to. Or they lack the confidence to speak up. By asking this question you’re giving your people the space to tell you what they feel is lacking, and how they might change it. You might unearth your company’s next killer idea.
💡 Top tip: Funnel the answers to these questions into a Microsoft Teams channel visible to your senior team
Is there anyone in the business who has gone the extra mile for you lately?
Peer recognition is a powerful tool for surfacing actions that often go unnoticed by managers. It highlights great work and keeps people engaged. Asking your staff to recognise the great efforts going on around them means you power-up your ability to know where your superstars are.
💡 Top tip: Read the article on our website about how regular feedback helps unearth hidden talent
Using recognition for talent mapping
You can also start to see who is a potential leader through the recognition questions. Is someone in your team consistently receiving @mentions for their work, commitment and attitude?
Recognition reduces turnover by shining a light on often unseen greatness. People leave their jobs for lots of different reasons. But some are more common and problematic than others. Many leave their employers because they feel that their hard work is under-valued.
The simple act of recognition is enough to keep 60% of millennials engaged. Another study found that 66% of employees would quit their job if they felt underappreciated, rising to 76% for Millennial respondents.
💡 Top tip: See how recognition impacts employee engagement in the article How recognition impacts employee engagement
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