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In an era where talent is a critical differentiator, organizations are increasingly recognizing the importance of internal talent mobility. Jay Jamrog's insightful presentation shed light on the crucial role of measuring and rewarding managers who develop talent, emphasizing that "What gets measured, gets done. What gets rewarded, gets repeated."

The session explored how high-performing companies leverage internal talent marketplaces to drive organizational success. Jamrog highlighted three key takeaways:
1. Internal Talent Mobility is crucial for organizational success: Companies that prioritize talent mobility consistently outperform their peers in the market. By implementing effective internal talent marketplaces, organizations can foster better skill development, improve retention, and drive overall growth.
2. Measurement and incentives are critical for success: To make internal talent mobility work, organizations need to move beyond traditional efficiency metrics and focus on effectiveness. This includes creating incentive structures that reward managers for developing and sharing talent, rather than hoarding it.
3. Technology enables personalization and accessibility: Modern talent marketplaces leverage AI and other technologies to create personalized experiences for employees. This makes it easier for individuals to discover opportunities and for organizations to tap into hidden skills within their workforce.
Jamrog emphasized the personal nature of career development, stating, "Careers are personal. It takes leaders and Technology to maintain personalization." This underscores the need for a holistic approach that combines leadership commitment, technological tools, and a supportive culture to create effective talent mobility programs.

The session provided valuable insights for HR professionals and leaders looking to enhance their talent development strategies. By focusing on measuring and rewarding the right behaviors, organizations can create a culture that truly values and nurtures talent, leading to improved performance and competitive advantage in the marketplace.

Measuring and Rewarding Managers that Develop Talent: What gets measured, gets done | What gets rewarded, gets repeated

Strategy

Leadership

jay.jamrog

effective leadership

employee engagement

Recognition

rewards

CHIE2022

Charter Manufacturing

Session Focus: Virtual Recognition in a Virtual Workplace


Retooling Talent Development–Creating a New L&amp;D is ELE’s invite-only complimentary event for senior HR and L&amp;D leaders, people managers, and anyone with a passion for talent and innovation who is ready to embrace new ideas.

This session plans to cover <a href="https://community.learningexecutive.com/t/virtual-recognition/4367">Darren Boyce’s question initiated on the Idea Exchange</a>:
<ul>
 	<li>
<div>With many in the workforce working remotely, how are your leaders handling employee recognition in this virtual environment? For example, customer service appreciation week is upcoming October 5th. What we used to be able to do to recognize customer service team members in the office with food or gatherings changes when everyone is virtual.</div></li>
 	<li>What creative approaches are you taking to virtual recognition?</li>
</ul>

<hr />

ELE produces this Retooling Talent Development–Creating a New L&amp;D series.
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value? </li>
 	<li>Why does it matter?</li>
</ul>
We continued the conversation every other Tuesday (bi-monthly) due to an interest in L&amp;D during this pandemic and an overwhelming number of participants. With this 17th learning circle now focusing on forward-thinking strategies for retooling L&amp;D as we embrace the new normal. Let us explore how virtual recognition strategies can help leaders more confidently navigate in these uncertain times.

Virtual Recognition in a Virtual Workplace | Retooling #17

digital

Digital &amp; AI

brian.watkins

kery.mortenson

nick.allen

jon.kaplan

angie.zeigler

operations

molly.murnane

culture

don.sandel

deborah.lenchard

agility

leading remote workers

darren.boyce

Adding Value

strategy

jeff.gill

ELE Group, LLC

Session Focus: Virtual Recognition in a Virtual Workplace


Retooling Talent Development--Creating a New L&amp;D is ELE's invite-only complimentary event for senior HR and L&amp;D leaders, people managers, and anyone with a passion for talent and innovation who is ready to embrace new ideas.

This session plans to cover <a href="https://www.learningexecutive.com/idea-xch/idea-xch-category/engagement-and-culture/virtual-recognition/">Darren Boyce's question initiated on the Idea Exchange</a>:
<ul>
 	<li>With many in the workforce working remotely, how are your leaders handling employee recognition in this virtual environment? For example, customer service appreciation week is upcoming October 5th. What we used to be able to do to recognize customer service team members in the office with food or gatherings changes when everyone is virtual.</li>
 	<li>What creative approaches are you taking to virtual recognition?</li>
</ul>

<hr />

ELE produces this Retooling Talent Development–Creating a New L&amp;D series.
<ul>
 	<li>How Do We in L&amp;D Add Unexpected Value? </li>
 	<li>Why does it matter?</li>
</ul>
We continued the conversation every other Tuesday (bi-monthly) due to an interest in L&amp;D during this pandemic and an overwhelming number of participants. With this 17th learning circle now focusing on forward-thinking strategies for retooling L&amp;D as we embrace the new normal. Let us explore how virtual recognition strategies can help leaders more confidently navigate in these uncertain times.

Virtual Recognition in a Virtual Workplace | Retooling #17

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