Talent management remains a relevant topic in human resource management as the workforce’s needs vary individually. You may think the solution is as simple as placing a bandaid on a scratch, but soon you’ll find that it’s going to need a bigger dressing before you start bleeding out your talent left and right. Which is why on this edition of our spotlight interview, rockbird media asked one of the industry’s best through Dolphy Goveas to share his practices.
As Head of Global HR Operations, we asked him how he prevents misunderstanding and misaligned expectations within his blended team. “Whenever my team encounters challenges, I’m quick to sit down with them to understand the problem thoroughly and then ask for their proposed solutions. Basically, I roll my sleeves and go down to their level.”
This creates a positive impact as his primary focus is to set clear mutual expectations and maintaining open communication channels. He proudly added that the approach has been instrumental in broadening perspectives, empowering them to find solutions independently, and reinforcing a collaborative problem solving culture – one that consults him only when necessary.
Probing into his previous article where he said a balance between being technologically advanced and personally engaged is paramount, we were curious about his perspective on how leaders can impact their teams to achieve this balance.
“With the rapid advancement of technology, it’s easy to let regular personal connections slip.” After explaining the tradeoff, The HR Leader emphatically said that while technology undoubtedly boosts productivity and enables leadership from distance, over reliance can distance us from the human element of our teams.
Technology must enhance, not replace interactions. Having regular meaningful check-ins that go beyond work related discussions to engage personally and build bonds that technology alone can’t give should be in the forefront. “The word care is very important because if you show genuine care, only then will your team trust you.”
Getting in front of the biggest hurdles facing organizations, we inquired about the strategies he can share that helped him push through success in retaining talent. Acknowledging that this is a challenge for their organization as well, Dolphy shared an instrumental strategy. Targeted assessments, inquiring about career aspirations, and identifying what employees value for their growth.
“We can design personalized development plans and retention strategies that align with their goals and growth potential. This personalized approach makes people feel seen and valued which is crucial for retention, because if they don’t see we value them even though they are good, they don’t stay.” He brought up a key observation. Talents are not loyal to the organization. So unless organizations understand that talents are loyal to their career, and not the organization, they would not do anything.
It was amazing to hear Dolphy firsthand. We would say imagine if you were there, but you don’t have to. On November 19, 2024 at Shangri-La Jakarta, you can attend an exclusive roundtable session where he will discuss the best ways to retain top employees in a competitive market. Join us at the HR Leaders & HR Tech Strategy Meeting where we have so much in store for you!
