Valuing talent

In order to meet the growing demands of business sustainability and maintain a competitive advantage over the competition, businesses are encouraged to take a hard look at their talent pool. This often requires managers to incorporate a wide variety of perspectives in their talent appraisals. The ability to identify, select, develop, and retain highly valued skill sets can set an company apart. Progressive organizations are developing specific business sustainability strategies with an expanded view of talent management and engagement.

9 Traits That Make Great Employees Outstanding offers a unique perspective to talent appraisal and management. Specifically targeting the less identified marks of greatness, the author offers insight into what he refers to as, “The extra 1%: The qualities that often go unnoticed.”  Here is a snapshot of that list:

• The best employees are a little different.
• When times get tough… outstanding employees walk that fine line with ease.
• Ignore job descriptions…outstanding employees know without being told there’s a problem — and jump in without being asked, even if it’s not “their job.”
• Self-motivation often springs from a desire to show that doubters are wrong. 
• Outstanding employees recognize the contributions of others, especially in group settings where the impact of their words is even greater. 
• Outstanding employees have a feel for the issues and concerns of those around them and step up to ask questions when others are hesitant.
• Outstanding employees start working when the workday starts.
• Outstanding employees go a step farther and find ways to make those processes even better.

However, the key is not only selecting top talent, but also engaging meaningfully. In fact, is there a reason to do employee engagement right?  Are there dangers of a disengaged workforce?