What Are ‘Hidden Gems’ And Do You Have Them in Your Company?

When it comes to a company’s top-performing talents, it’s usually thought that they excel because of their personality or their unique set of traits. While this is true, it’s only half the story.   

The other half is the company’s way of noticing, developing, making top performers excel, and structuring them in the company where they truly belong.   

Some companies lookout to M&A when the need arises. This is a valid way to look for talents and mergers, but there is a tactic that is often overlooked or to say the least, certain types of people are overlooked and forgotten.   

You’ve certainly met someone that surprised you by how well he/she can get things done. Try to remember some project during college or any other project that needed to be done in a certain time frame.   

On the past projects, this person didn’t want to intervene in everyone else’s assignments and just waited for instructions. However, on his particular project, you were a team lead and wanted to see what this person has to offer. You ran into a problem when no one wanted to take the responsibility of presenting this project. This person who flew under the radar, but under your guidance stepped in and killed it on the presentation day!   

If someone doesn’t boast and isn’t that noticed in everyday life, that doesn’t mean they don’t have exceptional qualities. This was just an example of things that happen every day in companies, too! You had a hidden gem and didn’t even know it.

How Do You Spot a ‘Hidden Gem?’ (Talent Mobility) 

Hidden gems are usually looked through a prism of personalities – introvert or extrovert, which is a little outdated. While someone’s behavior can be described as reserved or withdrawn that doesn’t mean they should feel excluded. The results speak for themselves. It can be challenging for companies to keep track of everyone’s progress and results, and that’s why there is Talent Analytics.   

Knowing someone’s unique set of talents is one thing, but mobilizing them where they are going to be not only noticed but also appreciated is another.   

Talent Mobility is a cutting-edge method of noticing, developing, and making your talented workforce excel where they most fit in your organization. For example, business is growing and your company goes through some major change in the workforce. You need top performers for the upcoming projects and challenging positions to be fulfilled.   

Instead of looking outside for talent, try looking inside your own company. Talent Mobility program helps companies get the most comprehensive solution for their workforce. It combines complex variables regarding your employees and company’s surroundings to give you a straightforward solution by:   

  • Researching who are your most valuable employees that are often being overlooked and  
  • Dividing your employees into 4 different groups and what to do with them for the sake of their development. And a separate group called hidden gems who can excel in various projects but are excluded   

Starting Early With the Talent Mobility Solution  

Everyone is talking about how retention rate is important, and when someone leaves the company, there is always the unanswered question of “why?” You can always ask the employee why, but usually, it will not be a complete and honest answer. Feeling unappreciated is the most common reason.   

Luckily, the Talent Mobility solution can be implemented at any stage of the organization’s development process. Way before they say: “I quit” or even when they start thinking they don’t belong. Talent Mobility solution targets specific talents and the environments where they will thrive.   

It’s All About the Company’s Culture 

The benefits of the Talent Mobility program don’t end here. The long-term benefits that companies can relish are included in the core – organizational culture.  

We all know that companies mostly differ because of their organizational culture. It is however the most difficult factor that you can implement changes. But it has been shown that including all of your workforces on a project can have various implications.  

One example from British Airways proves it. When British Airways was facing tough economic times and mounting pressure from environmentalists to cut emissions on its aircraft, it reached out to employees to help solve the specific problem of cutting fuel bills. Via an online suggestion portal, one employee had an unusual idea: descale the toilet pipes to reduce airplane weight. The result was a $900,000 reduction in fuel cost and satisfied environmental groups. 

So, including all of your workforce talents, even if it’s not their department if interest can have unexpected benefits.  

Conclusion – Noticing, Developing, Excelling 

Noticing the right kind of talent is a gruesome task without data and talent analytics. Setting the right kind of challenges that will best fit the company’s values and goals is going forward with mobilizing and developing stage of the process. And the final result is excelling in a role. This is accomplished by aligning the workforce’s talents to the company’s end goals. All this can be accomplished by a single solution – Talent Mobility.