FAIRLADY SANTAM WOMAN OF THE FUTURE HOW TO BUILD A WINNING TEAM

Here’s what you need to do to put a solid talent management strategy in place to secure the best people for your business.

ith the fourth industrial revolution looming, now’s the time to reflect on what makes a winning team – and how to build one. Talent management strategies are vital to ensure a steady succession of smart, capable staff. Moreover, having the best people is important for business growth. But how does a business also create a culture that top performers want to be part of?

It starts at the top: the more open, honest and ethical a leader is, the more these values will filter through the business. As a business owner, it’s imperative that you know what you want to achieve and what you stand for so you can provide a clear vision for your team. Here are a few building blocks to put a good talent management strategy in place:

THE ROLE YOU’RE FILLING MUST INFORM THE TRAITS YOU WANT

Know what you want to achieve and what kind of skills you need to get there. Then you’ll know which nonnegotiable skills and experience you need when hiring. Be wary of unconscious biases (hiring people similar to you, for example) and putting people into boxes – people are more complex than a CV could ever show. Some skills can be learned, but attitudes are usually entrenched, so choose people with good attitudes who will add value to the team dynamic.

FIND SOMEONE WHO IS THE RIGHT FIT FOR YOUR BUSINESS CULTURE

• An interview is a two-way conversation: you’re assessing a candidate, and they’re assessing you and the company. Listen for questions from the applicant that go beyond generic interview questions; these will give you a good sense of whether they seem to be the right fit. • Probe answers with follow-up questions that go deeper into how the person thinks: for example, ‘What would you change if this were your business?’ • Be on the lookout for values that are important to your business. A person who bad-mouths a previous employer, for example, may not be respectful. • Ask how the individual works in a team dynamic and whether they have a proven track record of delivering as part of a collaborative effort. • Include some of your employees in the interview to get other perspectives on the candidate.

ATTRACT TOP TALENT

Think about what your ideal employee would value: flexi hours, continuous learning opportunities, fair maternity and paternity leave? Diversity is important to ensure that you don’t build your brand on the needs of a specific group that could change quickly. Embrace flexibility and stay close to your employees to understand what they value in terms of company culture.

THE RECIPE FOR A WINNING TEAM

Choose people who will provide expertise in areas that you’re less competent in. Focus on diversity: various perspectives increase profitability. You need people who think differently from one another – and from you – to spark ingenuity. Leadership is crucial: make sure everyone is clear on the company goals and their responsibilities, and that there are opportunities for growth for every member of staff.