Has your organization launched an internal talent marketplace—or is it preparing to? Managers can use the marketplace to champion the strategy while increasing their impact on the people they lead.
1. Identify individual strengths
Use current information on skills, expertise, interests and feedback to understand each person’s strengths and how they are evolving. Adapt responsibilities where possible so employees can contribute at their best.
2. Manage team workload
When demand changes faster than capacity, use internal gigs to find temporary help elsewhere in the organization.
3. Listen to and act on feedback
Use frequent pulse information to understand team dynamics between formal surveys and respond before concerns become entrenched.
4. Facilitate skill development
Encourage employees to assess gaps and act on recommended learning, gigs, secondments and other hands-on development.
5. Support career aspirations
Give employees the flexibility to explore possible roles and teams. Be a sounding board for their plans, progress and adjustments.
6. Network for growth
Every employee will eventually move on from a team. Help them prepare by building a strong internal network that supports future contribution inside the organization.
7. Recognise and reward talent
Use feedback and recognition from colleagues to celebrate values, skills and contribution through a consistent team process.
8. Promote diversity and inclusion
Use skills-led discovery to widen the pool considered for projects and roles. Strengthen inclusion through employee feedback, reverse mentoring and allyship.
9. Foster mentoring and coaching
Encourage employees to seek mentors and share their own expertise. Knowledge exchange accelerates development and strengthens community.
10. Encourage collaboration
Use gigs and projects to connect employees across teams for knowledge sharing, experimentation and the exchange of good practice.
Conclusion
Effective people management still depends on communication, listening, feedback and sustained support. A talent marketplace amplifies those behaviours by giving managers and employees more ways to turn intention into action.
