Creating an Effective Talent Management Plan – Part 2

Last week we spoke about the data you need to gather to ascertain who your ‘Talent’ is.

Once you have identified your talent you need to engage with them, so they know you think they are awesome and that they have a career path within your organisation. Then you need to provide them with the tools and opportunities that they need to achieve their full potential.

Here are the things that you need to put into place:

Engagement Activities:

Communication Plan - How do share information with your top performers?

Events – Lunchtime learning's, Audience with the CEO, Invited Speakers, Leadership event

Awards – Unsung Hero, Team Player, Volunteer of the Year

Training and Development Plan:

As part of your review process, both formal performance appraisals and regular 1-2-1’s you ought to be identifying any training needs. You need to add into those the training for the skills that you need your staff to have going forward.

This should be documented and agreed with the individuals.

Mentoring Scheme

A lot can be gained by having a mentoring program. A mentor should not be a manager of the individual, their role is to help them achieve their aspirations, NOT focus on their current tasks and responsibilities. Open doors for them, share knowledge and introduce them to some movers and shakers.

Opportunities to work on cross functional projects

Project work helps staff to develop their skills in negotiating, communication, time management, stakeholder management and more, all that will benefit you when they return to their regular role.


Time off to travel or volunteer can add to an employee’s skill-set. Also, from a well-being point of view, a break from work can prevent a resignation.


Secondments to other departments within your organisation or externally, provides a new perspective and an opportunity to learn from how others work.

There is a requirement for both a time and resource investment, but it is a lot cheaper than having to hire and will definitely pump fresh life into your employees. You don’t have to do everything a once, but a plan with specific timelines, that are communicated with your talent, lets them know that you are thinking of them.

Let us know your thoughts or questions in the comments section below.

Next week, we will look at how you implement your plan.