Win the Talent War by Implementing these 3 Workforce Management Strategies

The Reserves Network


In the ever-changing workplace, it is important to look at the latest developments in employee recruitment and retention, evaluating how these will shape the future of workforce management.

For years, many organizations have managed to get away with the practice of aggressively recruiting people vs. developing internal talent. Suffice to say this approach will no longer work in the years to come as competition for top-notch employees will become more pronounced, especially in specialized fields where they have more options.

Simply put, it’s only a matter of time until companies find it harder and harder to recruit and replace top talent without having to spend an excessive amount of time and resources. Listed below are three measures that will help you protect your organization from this talent war.


  1. Make Self-Education Accessible to Employees

 Most people learn more effectively when it happens in response to an immediate challenge or need. This is counter to the usual practice of most companies, which schedule learning activities for employees en masse.
What your organization can do is make training and development resources available and customizable to employees whenever and wherever they need it. Moreover, your staff will also appreciate the freedom to make informed choices according to how they see fit. This kind of on-demand learning helps train and educate employees as the individuals they are.


  1. Reframe the Meaning of Success

For years, the prevailing idea of success for employees is getting a raise and/or getting a promotion. While these certainly fall within the definition of career achievements, they are not the only way to define success—otherwise, no one will be satisfied until they move to senior executive positions and get pay upgrades.

Revisit the definition of a “successful employee” as someone who not only has high potential, but who also does high-value work, no matter what level of the corporate ladder they’re on. In effect, this ties employee satisfaction to how valued they feel in the workplace.


  1. Outline the Tools and Path to Success

Many employees today don’t have a clear picture of what it takes to advance their careers. Much of this has to do with the transparency of career tracks and how employees can get promotions or other career opportunities.

One solution is to nurture a culture of mentorship, where top performers in high-value jobs help guide junior employees to acquire the skills, experiences and qualities needed to handle their responsibilities. This ensures that employees know what it takes to be successful and prepare accordingly.

For more actionable insights on workforce management, get in touch with the staffing services experts of The Reserves Network. Call our offices to learn more about our recruitment and talent management solutions.


The Reserves Network


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