According to Jack, managers should devote a lot of time, energy, and money to your A and A-minus players, and to let your C players go. By contrast, Patty McCord dislikes the term "A players" and she writes: "Sometimes it's important to let even people who have done a great job go, in order to make space for high performers in new functions or with different skills."
Discuss your ideas about talent management, using the prompts below:
What do you think about the concept of investing in your "A players" more than other employees? Is it still relevant in today's business environment?
Do management practices in your organization align more to Welch or McCord's approach to talent management?
Based on this week's articles, describe one change you would recommend in managing talent at your organization. How would this change produce better results?
Full Answer Section
Alignment and Recommendations:
- Current Approach: Unfortunately, I cannot assess your organization's specific practices without further information. However, sharing details about talent development, performance evaluation, and promotion policies could provide insight.
- Recommended Change: Based on this week's articles, I suggest implementing a talent mobility program. This program would encourage and facilitate internal movement of employees across departments or functions. Here's how it could benefit:
- Develop versatility: Employees gain new skills and knowledge, enhancing their value and adaptability.
- Fill skill gaps: Internal talent can address emerging needs without relying solely on external hiring.
- Boost engagement: Opportunities for growth and career advancement increase employee satisfaction and retention.
- Promote innovation: Cross-pollination of ideas from diverse backgrounds fosters creativity and problem-solving.
Implementation and Outcomes:
- Key considerations: Clearly define program goals, create transparent selection criteria, provide training and support for transitions, and address potential concerns about job security.
- Expected results: Increased employee engagement, better talent utilization, improved skill development, enhanced innovation, and a more adaptable workforce ready for future challenges.
Remember, effective talent management is a continuous process, requiring constant evaluation and adaptation based on your organization's specific needs and the evolving business landscape.