Culture and engagement have never been more prevalent, as organizations are shifting from strictly seeking hard skills to placing soft skills, personality and character traits on equal ground.
Coinciding with Cielo’s brand launch on May 12, 2014, and to demonstrate the importance of proactively supporting cultural diversity, work-life balance and employee engagement, we introduced the Cielo Talent Activation Index.
This inaugural (and annual) study authenticates the idea that talent is rising in impact and importance unlike ever before. While recruiting the best talent is undeniably vital, excelling in this multi-generational, complex and uncertain environment also hinges on talent management. Specifically, “aggressively managing, monitoring and continuously improving [your workforce].”
For additional insight into the TAI report and why talent is rising as never before, we turn to this week’s Talent Activation Fast Facts:
Cielo surveyed more than 750 HR, talent and recruitment executives from large organizations across the globe and across all industries. Respondents were segmented based on specific criteria to identify Leader, Mainstreamer and Laggard companies:
- 23% of respondents fell into the Leader category—rating their performance as “excellent” in achieving at least two of their top three strategic objectives.
- 52% of respondents fell into the Mainstreamer category—rating their performance as “good” or a combination of “good” and “excellent” in achieving two of their top three strategic objectives.
- 25% of respondents fell into the Laggard category—rating their performance mostly as “average,” “fair” or “poor” in achieving all three strategic objectives.
Based on the compiled and analyzed survey results, high-performing, Leader organizations are succeeding at creating effective approaches to address eight key areas:
1. Embracing workforce work-life balance
2. Using data and analytics to create workforce strategies
3. Using sophisticated metrics to measure workforce quality
4. Quantifying the business impact of the workforce
5. Embracing cultural diversity
6. Applying workforce segmentation models to planning and decision-making
7. Motivating and managing workers of all generations effectively
8. Utilizing an effective value proposition to attract top talent
Four of the eight key areas involve a precise focus on talent management, including the No. 1 area from the list above. Do you agree with these, or are there others you would place ahead of another?
As the report illustrates, Leader organizations excel at a much greater rate in these eight areas than those that fall into the Laggard category. Specifically:
- 65% of Leader companies rate their organizations’ ability to support work-life strategies that empower individuals as “excellent,” as compared to 4% of Laggard companies.
- I.e., Leader companies are 16 times more likely than Laggard companies to rate their support for flexible work-life strategies as “excellent” (65% vs. 4%).
- I.e., Leader companies are 16 times more likely than Laggard companies to rate their support for flexible work-life strategies as “excellent” (65% vs. 4%).
- 43% of Leader companies use sophisticated quantitative metrics to measure the quality of their workforce, as compared to 5% of Laggard companies.
- 86% of Leader companies rate their organizations’ employee value proposition as “very effective” at helping to company attract top talent, as compared to 13% of Laggard companies
Although only a small sampling of the entire report, the results highlights the importance of first attracting talent but then developing, nurturing and engaging them translates to greater financial success, culture and brand, in addition to innovation. For access to the full (complimentary) report, access: Cielo Talent Activation Index.
We’d love to hear your thoughts on the report and the statistics within!
