HRO Today April 2015 - 42

Managing Talent
The Big Five
A talent leader shares the top conversations managers should be
having with employees.
By Kim Janson
Have you ever wondered how to develop employees to
their fullest? From my experience, I have found that it
can be achieved through fi ve simple conversations.
High-performing employees have attributes that
differentiate them from the rest-and managers can
draw them out so employees excel and the overall
organization performs at the highest possible level.
The majority of the work in the talent management
space can be accounted for in fi ve conversations
between a manager and employee that focus on
employee performance and development. They include:
1. The What You Need to Do Conversation
2. The How You Are Doing Conversation
3. The How You Did Conversation
4. The Money Conversation
5. The How You Can Grow Conversation
Senior executives can reap more success in delivering
on organizational commitments if they make managers
accountable for excelling at these fi ve conversations.
Essentially, managers need to help employees
understand what is needed of them (1); discuss how
they are doing along the way to help them be successful
[42]
HRO TODAY MAGAZINE
| APRIL 2015
(2); explain how the employee did (3); discuss what the
person will get if they achieve the results (4); and help
employees continue to develop (5).
HR can play a powerful role in each of these
conversations.
The What You Need to Do Conversation
This fi rst conversation establishes clarity of purpose
and connectivity to the organization for an employee.
Employees repeatedly ask on surveys for a better
understanding of how they contribute to the overall
picture. HR can help by cascading strategic priorities
through the organization. Minimally, an employee
should have clarity about his or her manager's
accountabilities. When they understand the bigger
picture, they can contribute in a more informed way
and increase the likelihood of the organization being
successful.
Another big opportunity for HR is facilitating
stakeholder input at the start of a performance cycle.
HR can help by asking the right questions about who
should be included and making suggestions on how to
go about getting good stakeholder input. The sooner

HRO Today April 2015

Table of Contents for the Digital Edition of HRO Today April 2015

HRO Today April 2015 - 1
HRO Today April 2015 - 2
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