Dave Stent completes the series on hiring the right salespeople and – in this feature – holding on to them.

Reprinted from ‘Winning Edge’ magazine from the ISMM – March/April 2012

Retention management is more commonly called talent management, and I will refer to it as talent management hereafter. But do not forget to proactively support and develop those employees who have no desire to be promoted, but perform very well in their current roles. Not everyone wants to be a star.

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Talent management is about getting the right people in the right jobs doing the right things. This requires predicting how employees will be required to act in the future and getting them to recognise the requirements of future roles, and perhaps subtly act differently from how they acted in the past. Not easy.

To be effective, talent management processes must take account of the underlying factors that influence employees’ decisions and actions. They must be based on how people actually behave, which is often different from how the manager wants them to behave.

About the author

Dave Stent is an Associate of the McQuaig Psychometric System (distributed by the Holst Group). The McQuaig Psychometric System is easy to use, online and written for non-psychologists.

Contact Dave at davestent@mcquaig.co.uk