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Human Capital Talent Management Requires to Tell It Like It Is

Guest post by: Leanne Hoagland-Smith

Article Overview: Are your afraid of telling like it is? How is this affecting your organization and your ability to management human capital talent?

Human Capital Talent Management Requires to Tell It Like It Is

Sometimes to grow an organization, the management whether it is small business owners, C Suite executives or department managers within that firm must take a risk and tell it like it is. Unfortunately, many in business management and even front line workers are afraid to tell what is is because they fear:

• Lawsuits
• Being politically incorrect
• Additional work requirements

The results from these fears can be:

• Decrease in profits
• Poor employee productivity
• Cover your "rear end mentality" (lack of personal accountability)
• Increase in operational costs
• Lost customers
• Higher employee turnover
• High turnover of human capital talent management

One solution to tell it like it is is to have a clear and well articulated Values Statement (business ethics) that has been communicated from the top down along with the policies in place to ensure adherence to those key non-negotiable behaviors. This Value Statement or specific business ethics makes it far easier to tell it like it is.

Other complimentary solutions could be:

• Identify those talents including personal accountability for each team member
• Ensure alignment between strategies, structure, processes, rewards and people such as the 5 Star Model by Galbraith
• Congruency between recruiting, hiring and performance appraisals by aligning job descriptions, performance appraisals and talents

Organizations and the executive management that truly value human capital talent should not be afraid to tell it like it is.

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Article Tags: business ethics, human capital, talent management, values statement



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