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    While most of labor markets in Europe are facing serious challenges, businesses appear to struggle with optimizing their staff performance. Applying an effective talent management program can boost your company’s performance in the blink of an eye.

    Labor markets in Europe and beyond are facing multiple challenges. Firstly, there is a huge labor shortage as far as well-qualified labor power is concerned, and it is getting older. Furthermore, once employed, staff engagement is plummeting and reaching lower levels than ever. Consequently, businesses who would like to improve are struggling with finding talents in the labor market. They are also facing difficulties with educating future leaders, and this is the biggest obstacle of improvement, according to on-field experiences of DEVELOR.

    Another issue is that businesses have long been doing talent programs locally, regionally and globally, only with bad efficiency. Additionally, many of the talents involved leave the company before the program is finished.

    A further arising issue is that expectations of people included in talent programs are constantly increasing. Some of them even consider it as a guaranteed promotion, while this is only a possibility for a tangible improvement that will only be rewarded if effort is invested in the process.

    How are the Talent Programs doing?

    DEVELOR experiences that a lot of businesses have seen that the popularity of talent programs is decreasing. Businesses appear to make a lot of mistakes when delivering the talent programs. Talent programs are good, but are not applied well.

    The biggest issue is the expectation management, though. If leaders fail to deal with this consciously, talents will not realize the essence of the program and will nurture unreal expectations. Therefore, DEVELOR suggests that after talents are chosen there have to be a meeting to cover and to explain the need of the program, the way its application is going to be supported by leaders and processes, how the feedback is going to be a critical factor for development and, what it’s really important, what the talents think about the program, their motivations, doubts and concerns.

    The other common shortcoming is that companies do not pay enough attention to the visibility of the participants during the program. A talent program offers a great opportunity for the participants to show themselves to other colleagues – managers, decision-makers, partner department – within the organization, thus increasing the chances of recognition. In the absence of visibility, the possibility that the program will have a real impact on the participants’ career is greatly reduced.

    The program DEVELOR offers considers all important aspects of a successful talent program, be it communication, visibility or skill development. The essence of the solution is more than just a series of training sessions or skill development, but goes way beyond that. In-between the training sessions individual and group tasks are commissioned to the participants, as well as on the job training takes place, which is being supported by internal mentors, whose presence is essential. DEVELOR’s ComAp success case is a great example for such a great involvement of stakeholders. Professional mentors have a very important facilitating role in the process.

    However, implementing a talent program is far from a miracle touch. Without leadership involvement the whole process cannot be successful, sustainable and will not serve the aims of the business. These leaders must be aware of the program and know how to support their subordinates. With their personal presence at the beginning of the process they increase the importance of the sessions.

    Cesar Ruano, an experienced HR executive, the Country Manager of DEVELOR Spain suggests “…such a program must only be started if the business and its leaders are willing to take the efforts and ready to take responsibility for the sessions. We can provide the framework and great training sessions but superiors must reach maximum engagement in order to co-educate their staff. Furthermore, we are ready to make the leaders clearly see their role in the program and how the process can improve their staff.”

    As Vince Lombardi, legendary coach said “Winning isn’t everything, but wanting to win is.” You must want your talents improve and you need to take responsibility for the processes of the training sessions in order to make your company be victorious once again, and reach your goals.

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