I was surprised at the job knowledge level exhibited by a middle level HR Manager I met recently. In the course of our conversation he said he was responsible for “Talent Engagement” in his organisation. When I asked him what he had done to increase talent engagement, he said he had added 450 people to the workforce. It soon transpired that for him – and I sadly suspect for many others as well – talent engagement meant hiring or “engaging” talent.
Talent engagement is about employees going the extra mile and putting in discretionary efforts because their values and interests are aligned with that of the organisation. I have come across excellent examples of talent engagement in the service/hospitality industry where it is not uncommon to see committed employees provide superb service out of true engagement.
According to David C. Forman, Chief Learning Officer of the Human Capital Institute
“Talent Engagement represents the extent to which the workforce identifies with the company, is committed to it and provides discretionary effort so that it can be successful. Engagement is a key leading indicator for high performance workplaces, improved employee productivity and subsequent turnover.”
I am sure my young friend will soon realise that truly engaged talent is of greater value than large numbers of talented people who are not engaged!
Filed under: Employee Productivity
