What’s the Best Way to Grow Your Human Capital?

1 May

Develop your top performers.

Every workplace has workers who seem to be able to do anything and have extraordinary levels of output and productivity. Many managers and HR professionals may think they don't have to waste time investing in these workers' training and education. However, not pushing these superstars can be a drastic mistake for staff retention and performance. In an interview with Executive Leadership, Sander Flaum, adjunct professor at Fordham Graduate School of Business and leader of consulting firm Flaum Navigators, explained that companies need to continually invest A+ workers' professional growth. When it comes to developing a business' human capital, HR professionals should look to advance the skills of these performers.

Grow Their Roles
HR professionals need to work with top talent to expand their roles in the workplace. According to The Management Center, giving key employees more responsibilities and harder projects can encourage them to continue cultivating their abilities. It can be easy for workplace superstars to get bored or not feel valued when they aren't pushed by their employers to improve. Flaum suggested that giving A+ performers something new every once and awhile can keep them stimulated and help them expand their skill sets.

Embrace Mentoring
HR departments can create a professional mentoring initiative where top workers are paired with executives or leaders at the organization. This can urge employees to enhance their abilities in order to develop their careers, motivating them to grow professionally. These mentors can also identify things employees can improve on that their managers may not have noticed, and give employees key insight into their own potential career trajectory within the company.

Stay Informed About Their Career Goals
One of the last things HR professionals want to hear is that a top worker left the business. HR professionals need to stay up to date on how these employees are feeling in their positions, and whether their current jobs are preparing them to reach their professional goals. According to The Management Center, these meetings are often called "stay interviews," but HR professionals can think of these as career development one-on-ones. Professional mentors can also have these types of discussions with their mentees, either through formal meetings or informal interviews.

Building the company's human capital often comes down to how well A+ performers are being developed. HR professionals need to have a strong grip on the morale and career goals of these workers. Not only are these performers currently key players at the company, but they can advance the overall mission of the business in the long run. 

Comments are closed.