Blog post written by Marielle Sonnenberg. Marielle is a former blogger on Blogpodium and Senior Manager Talent and Organization Accenture Netherlands till September 2012.
How do you think your organization classifies you, from a Talent Management perspective? Most people classify themselves as a talent, but their organizations clearly think otherwise. As 88% of employees who are not seen by their organization as a talent do perceive themselves as a talent for their organization, a potential mismatch is a realistic option. This can lead to employees feeling less committed and having an increased intention to leave their organization.
Differentiating in workforces is therefore not without consequences. Differentiation is however something that is desired by employees, as for instance can be seen in their desire for individualizing parts of their employment relationship (eg. adjusting their employment relationship to fit the individual in terms of content, scope, training needs, way of working, flexibility in working hours and location). Allowing this kind of differentiation between employees should be handled carefully, but has a huge potential in engaging and retaining (talented) employees.