People Management, Team Management, Performance Review, Talent Management, Employee Performance, Employee Management, Managing non-performers,Team Building

1. Here is a method to connect talents using
80/20 way!
Business is successfully carried on by organizations made up of blend of talents. Each talent
is assigned a part of total work to be completed according to the set agenda. How do these
talents know exactly know what to do? What competency do they require? What motivates
them?. How do the managers take the work from these talents to the fullest satisfaction of the
business aspirations and talent aspirations.
Organizations growth is a combined effort of talents and managing them is a complex task.
The managers need to manage the overall talents more effectively. Let us look at a proven
80/20 rule technique which will guide the managers to facilitate their team at the right time.
80/20 Technique: 20% of all work force are sincere (High performers), 20% of all work
force are insincere (Low performers) and 60% of all work force are somewhere in the
middle (Middle performers). Hence, by converting the 60% of all work force to 20% of
sincere, we can bring up the total to 80% of sincere workforce. It is essential to include
motivation, training and team building. If we cannot do that, 60% of all work force will fall
into the 20% of insincere category, shooting it up to 80%.
Overall when 80% of all work force are sincere, getting work done is simpler. A gentle kick
should be given to the remaining 20% of all insincere work force to come-round.
What can organization do to manage key challenges: The middle performers in many
cases are unaware of what high performance is or they don't know exactly what it takes to

2. become a high performer. To manage this the organization need to have a sensible framework
which clearly addresses what are the must-have performance criteria and good-to-have
potential criteria. Managers play a vital role in the transformation process.
 At hiring stage, the organization have to make sure they hire talents who can perform
as well as transform.
 High performers get burnt taking maximum load if middle performers are not timely
transformed into high performers to share the load or low performers are not
transformed into middle-high performers at the right time.
These challenges are required to be handled on day-to-day basis by the Managers & assisted
by Talent Management leaders. The performance assessment must not be performed late on
yearly basis which is a post-mortem activity or just a ritual, where as it should be a routine
process.
Talent Management is a process, not an event!
By taking these steps the organization can continuously improve talent engagement and
satisfaction and hence ensure their growth.
When an employee grows, the organization grows. When an organization grows the society
grows. When the society grows, the nation grows - a quote from my guru Subbu Iyer (Design
Thinking Transformation & Innovation Leader)
http://www.linkedin.com/today/post/article/20140502062249-35237585-talent-management-
is-all-about-connecting-talents?trk=prof-post