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    SHRM

    Uploaded by

    Somnath Khandagale

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd

    SHRM

    Uploaded by

    Somnath Khandagale
    13 views9 pages

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    SHRM PPT

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    © © All Rights Reserved

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    Copyright:

    © All Rights Reserved
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    Download as pptx, pdf, or txt
    13 views9 pages

    SHRM

    Uploaded by

    Somnath Khandagale

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    You are on page 1of 9

    REDESIGNING ORGANIZATION

    DEVELOPING LEADERSHIP & TALENT


    RETAINING HIGH PERFORMANCE EMPLOYEES

    BY SAMIKSHA CHAVAN ROLL NO :-


    REDESIGNING ORGANIZATION

    • Redesigning Organization involves the integration of structure,


    processes, and people to support the implementation of strategy and
    therefore goes beyond the traditional tinkering with “lines and boxes.”
    • Today, it comprises the processes that people follow, the management of
    individual performance, the recruitment of talent, and the development of
    employees’ skills.
    • When the organizational redesign of a company matches its strategic
    intentions, everyone will be primed to execute and deliver them. The
    company’s structure, processes, and people will all support the most important
    outcomes and channel the organization’s efforts into achieving them.
    REDESIGNING ORGANIZATION

    Changes need to be analyzed and planned as part of a system. For any


    organization to accomplish this successfully, it will need to focus on five
    core steps.
    • Ensure all your stakeholders understand your new strategy

    • Define the functions necessary for success

    • Identify the capabilities required to achieve your new strategy

    • Assess your talent

    • Shape your processes and culture


    DEVELOPING LEADERSHIP & TALENT

    • Leaders are responsible not just for managing and leading


    talent, but also for helping individuals develop and grow so
    that they can perform to their potential. Though most
    leaders would agree that developing talent is important,
    training alone is not enough.

    • Leadership requires not only setting expectations and


    providing feedback, but also positioning employees for
    success and providing an environment that encourages
    continuous learning and performance improvement.
    DEVELOPING LEADERSHIP & TALENT

    Here are four things leaders can do to develop organizational talent


    that reaches their full potential:

    • Delegate
    • Coach and Mentor
    • Set an Example
    • Identify Targeted Training
    RETAINING HIGH PERFORMANCE EMPLOYEES

    How to manage high performers : Retaining top employees means training


    supervisors on best practices for managing high-performing employees.
    Here are seven tips for managers.

    • Stress flexibility, not micromanagement.


    • Give consistent, constructive feedback.
    • Give them what they need to succeed.
    • Tell them how they can contribute and benefit.
    • Provide opportunities for personal and professional growth.
    • Recognize and reward them.
    RETAINING HIGH PERFORMANCE EMPLOYEES

    Here are five strategies for retaining high-performing employees that you
    should be thinking about today :

    • Pair Them With Effective Mentors


    • Give Them High-Visibility Assignments
    • Openly Communicate With Them
    • Invest in Their Learning and Development
    • Measure Progress Quarterly
    RETAINING HIGH PERFORMANCE EMPLOYEES

    What mistakes should you avoid with high performers?

    Don’t wait until the exit interview to ask stay questions to keep your top employees from
    quitting. Avoid making these mistakes with your top performers.
    • Don’t limit them.
    • Don’t ignore them.
    • Don’t lean on your highest performing employees for the worst jobs.
    • Avoid burning out your top performers.
    Listening to your high-performing employees when they suggest improvements, ask for a
    more balanced workload or request that employees are held accountable for poor
    performance will help you retain the highly engaged talent your company has.
    THANKYOU
    FOR YOUR TIME &
    ATTENTION

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