Restructuring has become part of everyday organizational life. The world — and organizations — are changing faster than ever, and so are the demands placed on employees. Job descriptions often only reflect reality on paper.

Organizational changes often fail to adequately take the individual employee into account. Is the work still a good fit for the person? To what extent does the employee have a natural aptitude for the competencies now being required? If there’s no longer a match, the risk of employee burnout or illness increases significantly.

Many external factors are pushing organizations to adopt a different approach. As mentioned earlier, the pace of change continues to accelerate. On top of that, people are expected to remain in the workforce longer and in good health. Employees are increasingly looking for motivation and meaning in their work; money alone is no longer enough to keep them committed to an organization.

With talent management, you place employees’ talents at the heart of your HR policy. This creates space for continuous and flexible alignment between the employee, their talents, and the work. Rather than focusing on improving weaknesses, the emphasis is on using and further developing existing strengths.

Below are three reasons why it makes sense to place talent at the center of your organization.

1. Employees are motivated to work

There’s a difference between “being able to” and “wanting to.” When you do something often enough, you can become good at it. But if it doesn’t truly suit you, it may end up costing you a lot of energy. However, when what you do aligns with what you want, with your inner drives — that’s when you can truly excel. It gives you energy instead of draining it.

2. Better business results

The American consulting firm Gallup studied 22 organizations with a total of 1.2 million employees to examine the impact of talent-focused practices. Compared to a group of organizations and teams that did not focus on strengthening employee talent, the talent-oriented groups performed significantly better.
Profits increased by 14 to 29 percent, employee engagement rose by 9 to 15 percent, staff turnover dropped significantly, and safety incidents were reduced by 22 to 59 percent. A clear example of how a “soft” approach can lead to “hard” results.

3. Reduced employee turnover

Talent management starts as early as the recruitment and selection phase. Which talents are essential for this role? When the right employee is hired and then given responsibility for their own development, you’ll see that they tend to stay committed to the organization for a longer period of time.

At Dynamisch Bureau, we are committed to helping people make the most of their talents. We work with the powerful and reliable TMA Talent Method. Using this proven approach to talent management, we help prevent employee burnout and disengagement.
Want to know more? Feel free to get in touch!