{"id":61575,"date":"2022-05-11T17:03:20","date_gmt":"2022-05-11T17:03:20","guid":{"rendered":"https:\/\/explore.local\/2022\/05\/11\/talent-development-strategy-people-managers\/"},"modified":"2025-04-04T19:50:44","modified_gmt":"2025-04-04T19:50:44","slug":"talent-development-strategy-people-managers","status":"publish","type":"post","link":"https:\/\/degreed.com\/experience\/de\/blog\/talent-development-strategy-people-managers\/","title":{"rendered":"Here’s Why Talent Development Comes Down to People Managers"},"content":{"rendered":"\n

Managing people can be one of the most rewarding career steps you can take. It can multiply the conversations you\u2019re a part of, and it can elevate your impact. Why? Because you\u2019re expected to share information with your team to drive results. When you\u2019re a manager, you\u2019re given more insight into company strategy and the authority to make crucial decisions<\/a> that directly impact your team. In the wise words of Peter Parker, aka Spiderman, „With great power, there must also come great responsibility.“ And a big part of that responsibility is building a strong talent development strategy<\/a>.<\/p>\n\n\n\n

The benefits of managers who support their teams\u2019 talent development are proven. According to a 2019 Gartner study<\/a>, managers can boost employee performance by up to 26% and more than triple the likelihood that workers are high performers. Despite those realities, our own How the Workforce Learns<\/a> research reveals that managers do not provide consistent talent development guidance or support. <\/p>\n\n\n\n

\"Managers<\/figure>\n\n\n\n

Paradoxically, achieving business results is a common reason why managers don\u2019t<\/em> develop their teams. So let\u2019s dig into that a bit:<\/p>\n\n\n\n

Losing Your Stars<\/h2>\n\n\n\n

Think for a moment about your star team member. You know the one.  She always exceeds her goals. People consistently praise her work. And you know you can count on her in crunch time. Now imagine she leaves. How much work gets reallocated? To whom? How much extra work do you<\/em> have to take on? <\/p>\n\n\n\n

Employee hoarding<\/a> by managers is real, even among those with the best intentions for growth and internal mobility<\/a>. However unfortunate, it makes sense. When you lose resources, you have extra work on your plate along with a lengthy hiring process. Talent development within teams can seem like a disincentive<\/a>.<\/p>\n\n\n\n

Managers are also responsible for many business results, or key performance indicators (KPIs). And frequently, talent development strategy is not one of them. <\/p>\n\n\n\n

Faced with limited time and the need to keep up with change, managers may choose to prioritize those things that will drive their stated KPIs as they coach and guide employees. To your people, that might feel disconnected from a talent development conversation. When you say, \u201cI need you to respond more quickly to questions asked,\u201d it sounds different than \u201cI would like to help you improve your communication skills.\u201d And most likely, your KPI is measured in efficiency, not skill growth.<\/p>\n\n\n\n

And of course, there\u2019s that universal constraint we all experience: time. Depending on organization norms, global teams, and the reality of shifting priorities, an hour a week with a manager may be a luxury to many people. Given that we can\u2019t manufacture time, spending it on development and career conversations can seem daunting.<\/p>\n\n\n\n

Fear Not. Stars Shine Brightly.<\/h2>\n\n\n\n

Let\u2019s shed some light on solutions you can apply to the challenges. Don\u2019t worry. Talent development strategy planning doesn’t have to be complicated. You can do this.<\/p>\n\n\n\n

Imagine your superstar once again. Isn\u2019t she great? Now imagine the team members to her left and right. What if you could make them superstars too? Better yet, what if you empower your OG Star to build coaching, leadership, and feedback skills by sharing her own knowledge and techniques to grow the functional skills of the rest of the team. That\u2019s powerful.<\/p>\n\n\n\n

\"Manager<\/figure>\n\n\n\n

How long should this take? Factor in 15 minutes for a weekly check-in and provide feedback as your people build new skills. To prepare for this, spend about 30 minutes on development strategy time (for you, the manager) to evaluate what you need to bring to the meeting. <\/p>\n\n\n\n

Getting Started: Setting Goals<\/h2>\n\n\n\n

If there isn\u2019t a KPI for your team\u2019s talent development strategy, make one. And be sure to add a corresponding KPI for team members to develop themselves. One way to do this is to use Objectives and Key Results (OKRs<\/a>) as a framework. Here\u2019s what it looks like:<\/p>\n\n\n\n

Objective<\/strong>: Coach your people to guide their own development.<\/p>\n\n\n\n

Key Results<\/strong>:<\/p>\n\n\n\n