#BluewaterTips First Quarter Roundup

At Bluewater, we’re proud to have a team of learning and talent management experts with decades of experience between them. Once a week, we share some of their knowledge with you on social media via our #BluewaterTips. These tips are simple, actionable, nuggets of wisdom on performance, engagement, learning, recruiting, and talent. Check out our Bluewater Tips from the first quarter:

Put your top talent where they can make the most impact. Rather than spreading them across many divisions, realign so that 95% of top talent is assigned to key business functions.

Give employees the opportunity to participate in their development by allowing them to conduct a self-review. They’ll be more likely to take ownership of their development and stay engaged in the process.

Make performance management about development. Don’t just evaluate the employee but make plans for how to develop the employee (training, job shadowing, coaching, etc.) 

Provide additional employee training and development opportunities in the form of microlearning. Short, informal, self-directed and mobile-optimized content on single topics. These can be brief videos, webinars, podcasts, or even games.

Give employees the opportunity to participate in their development by allowing them to conduct a self-review. They’ll be more likely to take ownership of their development and stay engaged in the process.

Use SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals. There is a much higher chance of success when a goal is clearly defined with definite dates.

Consider job crafting – roles designed based on individual strengths. Research shows that 60% of employees want the ability to do what they do best, regardless of their role. They’re driven by purpose and managers who promote their development.

Allow for significant variations of awards for high-potential talent. Standard “incentives” won’t work. Small monetary increases for those that work harder will have a negative impact and de-motivate high-potential talent.

Reward successes. Be sure to recognize when an employee is doing well and where they have made achievements. This is a much better motivator than focusing entirely on areas in need of improvement.

Follow us on LinkedIn, Twitter, and Facebook to get our #BluewaterTips the moment they come out, and let us know if you have a topic, you’d like to see more tips about!