The two go hand-in-hand: In fact, wellness seems to be a key component of managing talent – and it all comes down to your company culture
Extreme pressure. A skills shortage. And learning to actually care and support each other. A new research paper shows that your talent management needs wellness initiatives to function optimally. And there are a few really exciting ways to start implementing them in your company today.
Before we show you the study results, let’s just clear up what “talent management” and “wellness” actually means:
QUICK: WHAT IS TALENT MANAGEMENT?
To understand this post, think of talent management as: identifying, recruiting, managing and retaining key talent (people).
AND WORKPLACE WELLNESS?
It’s a combination of a) physical (health, lifestyle, behaviour), b) emotional, c) psychological – esp. the ability to build relationships that help one grow and develop – and d) social wellness.
ABOUT THE STUDY
Researchers Jennifer Nzonzo and Yvonne du Plessis of the North-West University’s Business School Faculty in Mafikeng notes that there’s huge pressure on companies these days to get the right employees to meet consumers’ needs – in their new study. But, at the same time, global research shows that people-centric programmes that focus on employee wellbeing have a huge impact on how effective an organisation is.
So they set out to find out if effective talent management and wellness initiatives are linked in actual companies inside South Africa. And the results are amazing!
KEY FINDINGS: TALENT MANAGEMENT NEEDS WELLNESS
One of the biggest findings is that effective wellness initiatives are absolutely key to good talent management. And one of the biggest influencers of this is your company culture.
Most companies reviewed didn’t effectively match wellness with talent management, and this caused some serious problems – not least of which: high staff turnover, even after companies spent a lot of money on training and developing staff.
Here are some important insights:
- Organisations definitely affect employee wellbeing one way or the other – so you might as well ensure it’s positive
- The relationships between managers and staff are super important
- Psychological safety is very important: employees that feel valued perform better and stay longer
- Positive emotions are key to success – you need to be able to deal with negative emotions very quickly
- Great line-managers are skilled at building and maintaining relationships
- To get the most out of talent management, it needs to integrate with wellness programmes, and these need to ultimately tie into your overall organisational strategy
- If your company culture is one of promoting wellness in people, it helps you keep talent for much longer, with much less cost and effort
IDEAS: HOW TO BRING MORE WELLNESS INTO YOUR TALENT MANAGEMENT
1. FOCUS ON PSYCHOLOGICAL WELLBEING
Just having great health policies won’t cut it. You, as an organisation, need to really understand people’s thought processes and behaviours. That means really understanding how your brain works, which is fortunately captured beautifully in neuromanagement. In fact, a great place to start is to organise your company a fun neuromanagement workshop.
2. TEACH PEOPLE HOW TO CARE AND SUPPORT EACH OTHER
One of the most effective ways of influencing individuals and your entire company culture in one fell swoop is by having your own people take care of each other better. It forges relationships and ensures everyone focuses on your organisational goals. And one of the proven most effective ways of doing that is by implementing an internal mentoring programme.
3. FOSTER UNDERSTANDING AND CO-OPERATION
One of the most exciting ways to create near-instant understanding between colleagues has the added benefit of really developing each person’s own understanding of their individual career path – another key success factor fo talent management. If you haven’t discovered it already, see the value of strengths and professionals strengths-based development.
4. EQUIP YOUR MANAGERS WITH THE RIGHT SKILLS
There’s often a huge misalignment in our understanding of what management really is, so companies often spend a lot of time and money teaching managers skills that aren’t really related to their biggest needs. It’s time to set that right, with a solution that ties wellness and empowerment into management training.
5. INVEST IN YOUR COMPANY CULTURE
One of the main recommendations of the study is to work on your company culture. If you’re unsure, see here what is company culture and know that company culture is very important – in fact, there’s a very good reason to focus on company culture in South Africa. And, if you want to get that culture just right, you can get some help with it during an organisational development programme.
Now, we love this stuff, because we at LifeXchange Solutions are a change management company that helps organisations grow by really engaging their people. And that’s why HRs and owners love talking to us when they want real solutions built on science.
What’s your strategy for integrating wellness into your talent management? Let us know
PLUS: CONNECT WITH OTHER HRs ON YOUR JOURNEY
If you haven’t done so already, have a look at our new LinkedIn Group on building productive teams. We’ve just started it to create a platform for managers and HR to be able to share ideas and help and guide each other on the journey through the Fourth Revolution. You’re welcome to join it here.
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