Five Star Performance, LLC
The Coaching Authority
Anything you can do -- YOU can do better!

Five Star Performance, LLC

July 31st, 2012
Talent Assessments And Strategies In Retention

In order to conduct successful talent assessments in retention, you need to provide managers with essential information for talent management. Below are some of the facets of this essential information.Five Star Maroon

          Job-related traits necessary for superior performance - When the manager knows what the job entails, they are better placed to nurture such traits in the individual. Moreover, they are also able to match the best talent to the tasks they are required to perform.

          Job-based coaching and development - Managers are thereby able to identify the key factors which will enable them to successfully motivate, manage, and develop the talents of every individual.

          Individual's strengths and challenges - By understanding the strengths and challenges faced by the individual, managers are able to assist them in finding the best ways to adapt within the organization or situation.

          Keys to management effectiveness - Effective managers will have fully understood what rewards and motivators drive the individual to do their job.

          Keys to team building - It is essential that all managers understand the keys to team building as these are what enable them to build teams which are able to work both effectively and profitably for the overall benefit of the company.

          Performance reviews - Regularly carrying out performance reviews on every individual ensures that talent is properly identified, developed, and afforded the opportunity to succeed on an ongoing basis.

          Career path building blocks - Help each person identify ways to grow within the company.

There are some simple steps that business owners, recruiters, and managers can take to improve on both their selection and retention strategies. These include: 

          Assess the current status - First, the recruiter/manager needs to assess the current status of the candidate. For this, they may consider the Cost of Employee Turnover, percentage of Employee Turnover, Retention percentage and Tenure Analysis.

          Benchmark job - This involves determining the key accountabilities of the candidate through the use of the multiple assessment tools available.

          Update selection process - Recruiters/managers must never forget about on-boarding, as well as ensuring that they utilize the Job and Candidate Portfolios.

          Update development program - This job benchmark allows for the creation of custom development plans, New Hire Orientation, & Current Employee Development Systems.

          Implementation - Ensuring that implementation is permanent and across the entire organization. t

~ Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected worldwide. All rights reserved

Coaches Corner
In today's business environment, organizations are looking for more than just satisfied customers. In order to maintain a competitive edge, organizations are looking for Loyal Customers. In order to maintain a loyal customer base, all systems within the organization need to be in alignment.


When we partner with a client, we first seek to understand their strategic intent. Do they have a strategic plan? If not, we can help them create their strategic plan. If they do have a plan or once the plan has been created, who else knows about it? We help them operationalize their plan - each individual knows his/her role in helping the organization accomplish its overall goals therefore positively impacting its loyal customer base.


Are your employees' behaviors consistent with creating a loyal customer base? We work with the individuals within an organization to align their behaviors with the overall strategic plan which positively impacts the customer base.


And finally, we look at the Operation Systems or Processes. Do you have the processes in place to allow your employees to implement your plan? We help our clients create and/or revise processes that allow them to implement their plan.


Therefore what we do is partner with organizations to help them grow and sustain profitable marketplace advantages by helping to align their people and processes with their strategy. How we do it is dependent upon the specific needs of each client.

Follow Us
View my profile on LinkedIn

Find me on Facebook

Follow me on Twitter
When You Must Say 'You're Wrong"

Telling people that they're wrong won't win them over.In fact, it will only make them defensive.

But you might convince others that they're wrong if you say, "That's a good point. And it would be a legitimate concern if..."

Example: A colleague tells you that you should send your employees to seminars to improve their memo writing. You could respond by saying, "That's a good point. And it would be a legitimate concern if my employees didn't have DVD drives. Now that they can use DVDs, they have all told me they would prefer interactive training." t

Source: Art Sobczak's Telephone Selling Report, Stevens St., Omaha, NE 68137



Patrick S. Frazier,CBC

Five Star Performance, LLC
(574) 286-1123-Cell

E-Mail - Click Here 

Visit Our Website

Patrick S Frazier