Talent: 1/3rd of the Recipe for Success

The goal of talent management is to create and sustain organizational excellence through people - specifically by attracting, developing, engaging and retaining the top talent that makes sense for your specific business strategy and unique organizational culture. Done right, effective talent management can differentiate your company from the competition in both good and bad times. Done poorly, inconsistent and unaligned talent management approaches can grind your company to a halt.   Proactive and differentiated talent management can certainly lead to extraordinary results. Just think of the last time that you were on a team that was firing on all cylinders. To take your talent management to the next level: Know what constitutes high performance in your organization and then hire, cultivate, promote and reward people appropriately based upon their contribution and potential. Invest wisely in employee selection, onboarding, compensation, career development and succession planning. Have clear, accurate, fair, meaningful, aligned, timely and achievable success metrics for each and every employee.  Many human resource leaders are adept at the individual steps required to attract, develop, engage and retain talent. In our experience, however, few organizations have an integrated talent management strategy that is aligned with their business priorities and corporate culture.  Sure, recruiting's hiring forecast is typically linked to a budget that was an output of the strategy, and employee engagement has gained importance as of late; but beyond that, most talent management functions appear reactive and un-tethered from the strategic and cultural realities of the business.   If you are looking for a sustainable and profitable talent management strategy to help grow your business and your people, there are three critical factors our Organizational Alignment Research uncovered that need to be in place. And all three need to be inextricably connected and aligned. Your Business Strategy - the clear and compelling choices about where to play and what actions to take. Your Corporate Culture -  how things truly get done in your organization including the way people think, behave and work.   Your Talent - how you attract, develop, engage and retain talent that fits your unique situation.

To learn more, read How to Create the Best Talent Management Recipe for Success

Voice of the Customer

"LSA Global's ability to engage and retain talent has been a blessing.  Their ability to help us sort through complex organizational changes and provide flexible, customized information gives a high level of comfort and confidence in the work. They helped us identify and take actions to engage and retain talent while addressing the concerns of our unique workforce. In all, LSA provides us with great value and expertise, and I would highly recommend them."

Mike Normant | Senior Director Training | ServiceSource

About LSA Global
Founded in 1995, LSA Global is a leading performance consulting and training firm that helps high growth technology, services, and life-science companies create a competitive advantage by powerfully aligning their culture and talent with their strategy. Learn more about getting aligned

Benchmark Your New Employee Onboarding Process

Is your speed to productivity for new hires where it should be? Most new employees take between 3 and 24 months to get up to speed. This wide disparity provides wonderful opportunities for organizations to decrease ramp time and improve speed to productivity for new employees.   In a recent survey, 210 CEO's estimated the time for a typical mid-level manager to reach breakeven as 6.2 months. Using an average salary of $100,000, the difference between a 3-month ramp and a 6.2-month ramp is approximately $26,500 per employee.  This does not account for differences in revenue, margin, utilization, or productivity. It is only the salary side of the equation. For a company hiring a minimum of 100 new employees per year, this creates a $2.6m window of opportunity for an improved new hire process. For companies closer to the 24-month ramp-to-productivity mark, the opportunity is as large as $17.5m.  The main point is that, when combined with the common challenges of hiring the right employees and creating an environment for them to thrive, most organizations have ample room for improvement in their new hire processes.  Unfortunately, many companies continue to struggle with the most controllable part of the equation - effectively and efficiently assimilating new employees. When companies decide to improve their new hire process, they are typically reacting to some combination of the eight drivers listed below with "speed to productivity" being the #1 mega-driver for most organizations. Increase speed to productivity Improve the company's ability to scale Increase employee engagement and retention Improve utilization of key methodologies, systems and practices Improve the overall new employee experience Improve the overall consistency of the new employee experience Increase company, product and service knowledge Decrease assimilation time and costs These eight drivers typically occur for companies that are facing high growth rates, struggling to retain top talent, changing go-to-market strategies, or feeling increased pressure to improve productivity. So the question becomes, how do you create a new employee orientation process that hits the mark for your specific situation?   Properly designed new employee orientation programs can make a measurable difference.  Just ask our clients.  At Microsoft, we decreased their new hire ramp time by 50%.   At VMware, we increased speed to quota by 27% and had 100% new hire and hiring manager satisfaction.

Benchmark Your New Hire Orientation Process Now

Voice of the Customer

"Congratulations on your pro-activity in establishing this new hire program and developing such an effective New Employee Orientation course."

Farhat Ali | President and CEO | Fujitsu

About LSA Global
Founded in 1995, LSA Global is a leading performance consulting and training firm that helps high growth technology, services, and life-science companies create a competitive advantage by powerfully aligning their culture and talent with their strategy. Learn more about getting aligned