Why should you care if your talent management systems and programs align with your company values and strategic objectives? Simple – you’ll see a much higher return on equity (ROE).
Ernst & Young reported in the January 2011 issue of Workspan Magazine (“Think Global, Act Global,” membership required):
“Companies that aligned their talent management programs with their business strategy enjoyed a 20% higher annual return on equity (ROE) over a five year period than those that did not. Returns were even more dramatic among those companies that integrated talent management programs, processes, and IT systems/processes on a global scale. These companies experienced an ROE over five years that was 38% better than those that did not.”
That’s precisely why we strongly advocate in our strategic employee recognition programs that customers:
1) Align business objectives and company values with reasons for recognition to make these come alive in the daily work of employees
2) Launch their programs to ALL employees in ALL global locations simultaneously, both to prevent any employees from feeling like “second-class citizens” if they’re not included in the initial launch, and to ensure program consistency on a global scale
3) Integrate recognition with performance management systems
Not only will you gain a much more complete and accurate understanding of how well your employees know and contribute to strategic objectives, you’ll also dramatically increase your return on equity.
Not a bad reason to go global and go integrated.