The Coaching Effect Blog

Employee Engagement and Talent Management

Posted by Kristi Shoemaker

December 26, 2010

Posted by Bill Eckstrom, President, EcSELL Institute

Here is the copy of an article from Chief Learning Officer magazine.  Good, quick read that emphasizes so much of what we preach to our members as well as what we will be covering at our Sales Coaching Summit.  At the Summit we will help the attendees with “engagement” and their overall ability to become better sales coaches.  Keep in mind, the ability to attract and retain talent is part of what makes him/her a great or average sales coach. Enjoy!

As companies worldwide begin to position themselves for future growth in the face of an uncertain economic recovery, a new survey by global professional services company Towers Watson finds that concerns over their ability to attract and retain key talent, or to plan for an orderly replacement of talent, could thwart those efforts. The survey also found gaps in employers’ capabilities to address talent management and succession planning issues.

The Towers Watson Strategies for Growth study, a survey of more than 700 companies globally, revealed that talent — finding it and keeping it — Employee Engagement and Talent ManagementSpecifically, more than half of the respondents worldwide (51 percent) cited the loss of talent in key skill areas as a workforce challenge that could hinder growth. Slightly fewer (49 percent) cited the lack of succession planning as a top challenge, while 38 percent noted concerns about attracting necessary talent.(Mark Davis, of Towers Watson, will be a featured instructor at our upcoming 6 Pillars of Sales Productivity Pre-Summit Workshop on April 6, 2011 in Scottsdale, AZ)

Regionally, the survey revealed some divergence, which tended to track with the differing economic climate in various parts of the world. North American companies are less concerned about loss of key talent than their counterparts in other regions, but are more concerned about levels of disengagement among employees. In Asia Pacific, disengagement is not a major issue, but the inability to pay workers competitively is, reflecting the region’s fairly young and mobile workers, who are willing to change jobs frequently to advance their careers and raise their paychecks. Respondents in Europe are more concerned about the talent drain’s impact on management succession planning.

“Companies clearly see talent as an integral part of growing their businesses when the economic recovery firmly takes hold,” said Ravin Jesuthasan, global head of talent management consulting at Towers Watson. “And despite respondents’ cautious optimism about growth in the coming year, they recognize that an inability to attract new talent or hold on to key individuals could prove to be the difference between growing and remaining stagnant.”

Mark Valitus of Towers Watson will be a featured instructor at our spring Summit series. IF you would like to learn more about these topics, consider attending EcSELL Institute's Sales Coaching Summit and Pre-Summit 6 Pillars of Sales Productivity Workshop.

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