Continued from Part I published April 28, 2020

Employees must develop their skills and evolve professionally as much as their talent and potential allows them to. This is a maxim that companies and organizations must understand and strengthen. The organization must take into account that all people aspire to have the best working conditions. Those that allow them to develop their talents and combine it with their personal life, so that if any of the organization’s competitors offers them better conditions, they don’t suddenly switch jobs. To avoid these situations, the company must work on plans that strengthen the relationship between workers and the company.

Here is when the most obvious aspect comes: Offering the best conditions to workers is a fair deal and obtaining satisfied and committed work teams must be one of the main objectives of human talent management in organizations. We must keep in mind that employees spend most of their time in their work. And therefore, they expect their efforts to be rewarded. Either through a retribution that meets their needs and expectations, or by any form of recognition. These conditions are simple. They refer to details such as comfortable facilities, work teams in good shape, talent management policies as well as health and safety at work guarantees. These are some fundamental conditions that attract people to any company and that help to retain them, as well as to encourage them to develop labor effectively.

Likewise, salaries clearly play an essential role, as all people like their effort to be valued. Therefore, establishing a fair economic compensation policy is very important. A good way to do this is based on the achievements of the employees. This technique encourages employees to develop their work in the most effective way possible, as well as to cultivate their attitudes in order to achieve the objectives that have been proposed. Rewarding good performance financially creates a greater degree of commitment between the company or organization and the person and no longer only at a job level.

However, not only the monetary aspect is the factor that is taken into account in the labor motivation process. The emotional salary is one that makes employees feel comfortable, happy, valued and satisfied with their work. The measurement is complicated since it is an added value that renews the connection between the company and the employee, improving the commitment that exists between the two. This includes actions such as recognition of achievements, respect, work flexibility and reconciliation between personal and work life.

Finally, there is no doubt that talent attracts talent. Having talented minds in organizations promotes the growth of any company and also attracts more talent that seeks to learn from the best professionals and share experience with them to achieve great things.

As can be seen, it is a matter of working on the different strategies to incorporate each of the aspects mentioned in the management of your company, and, eventually, count on the best human team that your company could ask for.