Addressing Key HR Challenges: Developing Talent, Coaching for Performance, and Managing Conflicting Priorities

In ASE’s recent Member Challenges Survey conducted in September, one of the top five challenges our members listed was developing talent, coaching for performance, and managing conflicting priorities. These challenges are interconnected and directly impact employee growth, satisfaction, and overall company success. By effectively addressing these issues, HR leaders can foster a more resilient and productive workforce. Here are some practical strategies for tackling these top HR challenges.

Developing Talent: Prioritizing Growth Opportunities

Developing talent is more than training employees; it’s about creating opportunities that help them realize their full potential within the organization. This process begins with understanding the skills and aspirations of each team member and aligning them with company goals.

Implement Skill Development Programs: Identify the skills that will be most valuable to the organization in the future and tailor programs to develop them. For example, investing in technical or soft skills training can enhance team capabilities and prepare employees for evolving roles.

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Selection & Development Services: ASE offers skill-based testing ideal for identifying your team members’ skill sets and where training is needed.

Provide Mentorship and Networking Opportunities: Mentorship helps employees gain insights from experienced colleagues and offers a platform for guidance. Creating opportunities for employees to network internally and externally also exposes them to diverse perspectives, fueling growth.

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Circle of Peers: ASE offers member exclusive Circle of Peers hubs in several areas offering a peer group to network with. While mainly centered around HR, there is a Young Professionals hub. These hubs are open to anyone in your organization.

Encourage Continuous Learning: In the era of online learning platforms, encourage employees to pursue courses that interest them. Offering reimbursement for professional certifications or subsidizing learning opportunities can motivate employees to keep growing and stay engaged with their roles.

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ASE Training & Development: ASE offers instructor-led, in-person or virtual training as well as on-demand training, leadership training, and coaching.  ASE members save 30% off the non-member rate for training courses.

Coaching for Performance: Cultivating a Culture of Feedback and Support

Performance coaching is crucial for enhancing employee effectiveness and satisfaction. Effective coaching focuses on improving skills, addressing areas of improvement, and celebrating successes.

Establishing Regular Feedback Loops: Frequent feedback sessions allow employees to address challenges before they escalate and continuously improve. Adopting a proactive coaching model, such as monthly one-on-one meetings, enables HR leaders to keep track of progress and offer timely support.

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McLean & Company: There is a Lead Effective One-on-Ones blueprint available in the member exclusive McLean & Company resources.  Access McLean & Company from your ASE Member Dashboard or contact Dana Weidinger to learn about gaining access.

Setting Clear and Achievable Goals: Aligning employee goals with broader company objectives ensures that everyone works toward common outcomes. Breaking these into specific, measurable, achievable, relevant, and time-bound (SMART) goals can make tracking progress straightforward and manageable.

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Download this SMART Goals Worksheet to get you started.

For additional tools, access the following resources from McLean & Company.

• Support Employees in Crafting Their IDPs – https://hr.mcleanco.com/research/ss/support-employees-in-crafting-their-idps
• Goal Management Job Aid – https://hr.mcleanco.com/research/goal-management-job-aid

McLean & Company can be accessed from your ASE Member Dashboard or contact Dana Weidinger to learn about gaining access.

Managing Conflicting Priorities: Strategic Time and Resource Management

HR professionals often face the challenge of balancing multiple responsibilities, from recruitment to compliance, all while managing performance and development initiatives. Streamlined prioritization can help them manage these demands effectively.

Adopting Prioritization Frameworks: Frameworks like the Eisenhower Matrix (urgent vs. important tasks) can help HR teams decide which tasks need immediate attention and which can be scheduled for later. By categorizing tasks, HR professionals can allocate their time and energy more effectively.

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Watch this video from McLean & Company

The Power of Prioritization: How to Streamline Your HR Duties and Focus on What Matters

Investing in HR Technology: HR technology, such as automated task management systems, can minimize time spent on repetitive tasks, allowing HR teams to focus on strategic functions like talent development and coaching.

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AI Toolkit: ASE has curated an AI Toolkit to help you be compliant in your use of AI in HR and to guide your employees on safe and secure AI usage. Resources available include 2024 AI Survey Report, Sample AI Policy, AI Prep Guide, AI HR Gap Analysis Tool, and Articles & Blogs. Access it here.

While developing talent, coaching for performance, and managing conflicting priorities can seem like daunting challenges, implementing these strategies and tools can enable HR professionals to succeed in these areas. Investing in employee development and fostering a feedback culture can lead to a more engaged, capable, and motivated workforce, ultimately driving long-term organizational success. By effectively prioritizing and utilizing technology, HR teams can navigate their multiple responsibilities with greater ease and efficiency.

By Heather Nezich, courtesy of SBAM-approved partner, ASE.

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