Working in a high growth organization is a challenging experience. Where you might be trying to get out of the comfort zone of having worked in a start-up set up till now (which is relatively relaxed), but bracing yourself for all the exciting opportunities of a becoming a well-established company in the future has its own perks.
There is no way to know what would be the right way of dealing with these opportunities and the associated challenges, since every company has its own peculiarities and no two companies will ever have the exact same culture. Being in the talent management team of such a company that is transitioning from being in the ‘existence’ mode to the ‘take-off’ mode, will call for some added skills and understanding. Following are some aspects that I learned about while my experience in Quovantis as a talent management professional.
Coping with the increasing volumes
Initial numbers in the company in terms of talent strength might be manageable. But as the company grows in terms of business opportunities, the talent strength will also increase. And with this you might find yourself being unable to do many things that you were doing before with an apparent ease. Time management is the key to success here. Read books and blogs about being efficient, pick up some essential time management skills as these could come in very handy. Also, learn to delegate – gone are those days when you will be able to take care of everything by yourself. Delegation, as they say, is an art and needs to be practiced when the time calls for it.
Striking a balance between talent management and strategizing for the future
The company is growing and now you need to envision the future, how would you like to see the talent management in the company? It doesn’t matter whether you plan that vision for 5 or 10 years, all that matters is that you have a compelling vision. You need to find time to read about the journey of other companies, to assess the current strength of your company, and find a niche area that you would want the company to grow in. This will in turn have an impact on the kind of people you will hire, the way you will mentor these team members, and all the associated aspects of talent management including learning and development, appreciation and recognition, etc.
Making sure that you don’t lose the personal touch
Its in the human nature to look for and appreciate a personal touch in our interactions. A very famous theory in psychology that goes by the name Gestalt or Gestaltism talks about certain laws of social interaction and how we build our perceptions about things based on how we feel. In a fast moving market such as India, where employees switch from one company to other at the first opportunity, it becomes imperative for a company to give them something more than just a paycheck and a superb working environment. They need to feel like they are being cared for, that someone is there to hear them out and help them to resolve their concerns. Practice empathy.
Plan, Plan, and Plan for the Future – spearheading the beginning of specializations
There will come a time eventually when you might realize that all aspects of talent management and talent development might not be your cup of tea anymore. So just like practicing delegation, start envisioning the future of the HR team in your company. What sort of structure will you like, what are the roles and responsibilities for each of the specialization departments, and how would all this work in a synchronized manner.
May be this helps!