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Nurturing the Talent of Workplace: Why is Nurturing Talent Important and How to Nurture Talent?

We are all born with certain skills, abilities and talents that can be shaped, nurtured and encouraged to achieve our individual goals and be successful in our endeavours. While home environment, family and coaching all play a major role in achieving success for any individual, in professional aspects also, to climb up the ladder of success and achieve your goals, there is always the need for the support of your seniors to enhance and nurture your talent.

HR experts and employers need to give deeper emphasis on nurturing the talent of the employees. Managing a team is more about arranging and telling but leadership is all about nurturing and enhancing. A true leader is one who knows how to get the best out of the rest, how to train or nurture someone to get the optimum results from his or her performances. Good employers facilitate the development of others. However, it is not so easy when you have to nurture the talents of young professionals who have a mind of their own and who dream of achieving big in life.

nuturing talent

Why is nurturing talent important?

No one would deny the fact that developing, nurturing and retaining the best employees is very important for the success of any organisation. Research has shown that an organization’s top talent contributes maximum value to the organization. The more the number of top performers in an organisation, the greater is the productivity of the organization.

How to nurture talent?

Some of the best ways to nurture and develop talent in an organization are as follows:

  • Identify top talents: First of all, when we talk about “top talent”, we usually consider those employees who possess and display the characteristics and deliver performances most valuable to your organization. But this varies from person to person. While some many possess qualities such as creativity or innovation, others may be experts in analytical skills while some others in marketing or operations skills. So, you need to identify these characteristics as job-specific competencies and evaluate your employee’s performance on the basis of that.
  • Train your team: When providing training for your employees, include them from the very beginning so that they understand why training is needed and so that they can get accustomed into the plan. If training is thrust upon them, usually they consider it to be unnecessary and become uncooperative. However, if the team feels involved in the training programme, you as a boss will be in a stronger and better position when the training kicks off or when you bring in new employees.
  • Adopt different learning/training techniques: Learning is different for different individuals. While a practical environment is suitable for some, some prefer group projects, and some others prefer independent projects. While training someone, you cannot expect employees to fail or lag behind in their training, which can be very demotivating for them. The best solution for this is to try a new learning technique to train them in the way they are most comfortable with.
  • Get rid of existing gaps: As a boss, when you have analysed the current skills set of your organisation and have determined where there are gaps in your team, it is time for you to figure out ways how best to fill these gaps. It is advisable to work with an expert in learning, training and development to deliver high quality training and provide a clear progression route and who can put a plan in place to develop and nurture your team, with respect to your specific business requirements.
  • To be one’s own boss: In the present generation of young professionals, it is seen that more and more talented young employees want to work in a company which offers them a personal space for independent decisions and a significant entrepreneurial environment. This is crucial for nurturing talent within your company. Being your own boss makes you accountable for yourself. But, yes, proper monitoring and mentoring also become very essential at the same time.
  • Mentoring talent: Mentoring is one of the most effective strategies for developing and nurturing talent as this allows you to keep track of your team’s development and you can increase their engagement and responsibilities which make them feel as if their accomplishments are being noticed. Backing people is crucial to improving staff retention, and productivity.
  • Reward and appreciation: Last but not the least, rewards and recognition from time-to-time make a huge difference to the talent in your organisation. Effective rewards and appreciation practices need to reflect a company’s culture and integrate well with the nature of its business and goals. Using rewards and recognition not only help in retention but also help in boosting productivity and growth of both the employee and the organisation.

Let GharSeNaukri.com help you fulfill all your HR needs, right from sourcing to hiring to retaining talent. We connect employers with diverse talents. 

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