By Katy Caroan:
How well do the employees in your organizations know how they are perceived by others professionally in terms of expertise, ambition and entrepreneurship? And what would it mean to the organization if they had explicit knowledge about the status on these key success factors to attract and retain top talent?
Over the last few months, I’ve been in a position to support top professionals in understanding the key components of their professional reputation. Based upon the analysis, we have identified several opportunities to increase the effort of what they do well and enjoy, and reduce the focus on what others do better. In some cases, the follow up activities leads to firm decisions on pursuing new opportunities, internally or externally. All in all, the effort has put the professionals into pro-active mode when it comes to career planning.
Organizations looking to attract and retain top talent today need to find tools to boost the internal job market bottom up. Only when the employee has explicit knowledge about his or her true professional assets, the organizations will experience individually driven job rotation instead of putting a lot of effort into time consuming matching exercises top down. What is your organization doing to enable internal job rotation?
