A strong talent pipeline is essential for organisations to ensure long-term success. However, two concerns we often hear from employers are that the inability of some older workers to retire will hinder the rise of key identified talent through their organisation, while, at the other end of the spectrum, economic improvements are resulting in increased employee mobility.
The one thing both scenarios have in common is that they pose challenges for employers in how to ensure their organisation attracts and retains the key talent they require to give them the edge in a competitive, fast-moving economy.
How can they ensure their employment proposition elicits the desired behaviours to achieve results from employees? While the answer to this question will differ between individuals, reward has a key role to play, particularly when it has strong links to an organisation’s business strategy. Read more in this month’s cover story, Show stoppers, on page 14.
Ensuring that employees feel supported, cared for and valued can be a key link in a successful talent management strategy. Placing a strong focus on employee health and wellbeing is a prime way for employers to demonstrate this to their workforce.
This is particularly true when it comes to providing support for sensitive health issues, such as mental wellbeing. Yet, employers that take a committed stance and invest in such areas will reap the benefits of their investment. Find out more in this month’s special report on health and wellbeing, which begins on page 42.
Employers that achieve success as a result of their benefits strategy, be it their approach as a whole or individual schemes, will undoubtedly feel their achievements are worth shouting about. So, I hope all readers will enter the Employee Benefits Awards 2016. All of the category information is now available to enable you to start thinking which of your achievements are worthy of recognition. This is a great opportunity to step back, reflect and gain recognition for all your hard work.
Previous winners have promoted their success to existing and prospective employees, which goes a long way to supporting their drive for key talent.
Debbie Lovewell-Tuck
Editor
Tweet: @DebbieLovewell
