Organizational change is coming faster and more frequently than ever. Making small changes over time to duties can have a big impact on engagement. By determining key competencies for each role, you can then match talent to roles. Whether you’re ushering in a new vision for your company, welcoming a new leader or direction, or re-evaluating your organizational structure to minimize blockers, it’s important to be thoughtful, thorough, analytical, and empathetic in your approach. 

When done correctly, these changes retain talent, create a structure that accounts for individual and group’s strengths, and cause minimal disruption through clear communication and expectations. When done incorrectly, these changes can lead to inefficient teams, loss of trust, and employee attrition. 

Strategic Talent Management can guide you through talent designs or redesigns, and the change management process in the following areas:

• Employee retention and stay interviews - Keep your team engaged and excited about your organization and their future.  Employee retention is the ability to hold on to your employees by using strategies to mitigate employee turnover risks and the processes including the retention of top talent.

• Talent analysis – Use insights to create a better understanding of the strengths of employees and potential employees, their weaknesses and how to improve.

• Headcount planning -  This strategic exercise ensures an organization's team members and organizational structure can meet short- and long-term goals within a defined budget.

• Org chart designs – Identify and define the organizational structure that's right for your business and helps you drive your strategy.

• Leadership and team lead interviews  - Provide perspective on leader and team dynamics. 

• Team changes – Whether it’s as a result of a  restructuring, forming a new team or department, hiring a new manager or adding new team members, layoffs or simply changing the way in which work is being done, these changes should be made thoughtfully and strategically.

Upfront planning ensures your team and team structure meet your product or output needs, and enables you to manage your talent, communicate your vision, leading to a motivated and engaged team.